Profectus as a tech recruitment agency has always been at the forefront of evolving hiring trends. Over the last couple of years, one change has become impossible to ignore; a growing number of candidates are using AI tools like ChatGPT or DeepSeek to craft their CVs, cover letters, and even respond to written interview assessments.
At first glance, this seems like a game changer with AI enabling applicants to create polished applications, perfectly worded cover letters and application forms. But as recruiters, we have to ask whether we are assessing the candidate’s real abilities, or just how well they can use AI?
For employers, this presents a dilemma. On one hand, it levels the playing field, allowing candidates who may struggle with writing to better showcase their skills. On the other, it raises concerns about authenticity… if a candidate can use AI to complete an application, how do we truly gauge their abilities?
The Challenge for Employers
One key issue we’ve noticed, during the recruitment processes with our clients, is the disconnect between AI-assisted applications and real world skills. Candidates who submit flawless and articulated responses may not always be able to demonstrate the same level of expertise in interviews or on the job. Hiring managers have shared instances with Profectus such as:
- Candidates you have sent have performed exceptionally well in written screening rounds but struggle in a live technical discussion.
- Some responses are overly generic and lack real world examples from where they could relate relative work examples… a telltale sign of AI assistance
We have also seen tools such as Quillbot used by employers to give them a % chance the selected text on an applicant’s application has been generated by AI and instantly rejecting those above 50%.
We however don’t feel rejecting the use of AI outright is the way forward instead we think it is about adapting the hiring process to ensure you are still capturing those with genuine skills, experience and cultural fit.
How Employers Can Adapt
We feel embracing AI rather than labelling it as a problem is the way forward. Instead, it can be used as an opportunity to refine the hiring process. We’ve listed some ideas below:
- Live Assessments – Skills based interviews, coding tests, and live problem solving exercises can help verify candidates’ abilities beyond AI crafted applications.
- Personal Examples – AI generated answers tend to be more generic. Encouraging candidates to share specific, real world experiences can separate genuine expertise from generic AI responses.
- Being Transparent About AI Use – Some companies now ask candidates if they’ve used AI tools in their applications. While there’s no right or wrong answer, it promotes honesty and allows recruiters to set expectations.
Final Thoughts
AI is here to stay, and in many ways, it’s an asset to both candidates and employers. However, as recruiters, we believe hiring should still be about people.
If your company is struggling to navigate the rise of AI generated applications, we’d love to help. At Profectus we specialise in identifying real talent beyond polished applications, ensuring you hire the right people… not just the right words.