AI tools are no longer just a buzzword—they're now rewriting the recruitment process itself. According to new research from international insurance group Hiscox, 53% of job applicants have used AI-powered tools to write their CVs in the past year, signalling a major shift in candidate behaviour and recruiter expectations.
From auto-generating CVs to refining interview responses, artificial intelligence is becoming a regular feature in candidate journeys. But is the recruitment industry ready for this new wave of digital dependency?
AI in Recruitment: A Double-Edged Sword
The Hiscox study found that 29% of candidates are using AI to support remote interviews, while 45% use it to complete online assessments. While these tools can improve efficiency, they also present new challenges for recruiters who rely on accurate, honest, and well-aligned candidate profiles.
Pete Treloar, Chief Underwriting Officer at Hiscox UK, warned that although AI can help applicants enhance their profiles, “AI-generated content often comes across as too generic, making it difficult to assess a candidate’s true qualifications or fit for the role.”
Even more concerning, 37% of jobseekers admitted they would not correct inaccuracies introduced by AI, raising questions about integrity in the application process and the potential impact on recruiter credibility.
A Divided Industry
Recruiters are facing a growing divide: 59% of candidates believe using AI is acceptable, yet 42% view it as misleading, and 41% believe it creates an unfair advantage. Meanwhile, nearly half feel they’re at a disadvantage without AI tools.
In a complementary study by digital PR agency Reboot Online, 61% of recent job applications were found to be AI-generated, with higher concentrations in roles like paid media, growth, and marketing. Applications for PR, sales, and data science roles showed lower AI usage.
Recruiters flagged formulaic structure, vague phrasing, and lack of specificity as telltale signs of AI-generated content. Overused phrases like “thank you for considering my application” and “the opportunity to contribute” were frequently cited.
How to Spot an AI-Written CV
Recruitment experts suggest looking out for the following red flags:
- Overly polished or robotic language: Sentences that feel too formal, lacking personal voice or variation.
- Generic phrasing: Frequent use of stock phrases like “writing to express my interest” or “a results-driven professional.”
- Lack of detail: No quantifiable results, timelines, or named projects.
- Uniform tone and formatting: Immaculately structured layouts with zero typos or stylistic variation.
- Absence of “human moments”: No personal stories, unique challenges, or growth experiences that add authenticity.
Zoë Blogg, Managing Director at Reboot Online, advises, “Spotting ‘times when’ stories—real-life anecdotes of solving problems or overcoming setbacks—is one way to separate human-written CVs from AI clones.”
Pros and Cons for the Recruitment Industry
Pros:
- Faster, more consistent applications
- Easier keyword matching for ATS systems
- Helps entry-level candidates present more polished submissions
Cons:
- Harder to assess authenticity and cultural fit
- Potential for misrepresentation or inflated claims
- Increases recruiter burden in verifying candidate data
Final Word
As AI becomes more embedded in job-seeking behavior, the recruitment industry must evolve. Balancing tech-savviness with human insight will be key. Recruiters who adapt screening processes to detect real experience—not just polished text—will be best positioned to navigate the AI hiring era.
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