Dear HR Manager from Sorting the Genuine from the Generated Resumes
Lately, I’m seeing spotless resumes—flawless phrasing, our values echoed back to us, and cover letters that hit every note. However, in interviews, some of these candidates fall flat.
Am I seeing better prep—or are AI tools doing the heavy lifting? And how do I stay objective without assuming every strong application is too good to be true?
– Sorting the Genuine from the Generated
Dear Sorting the Genuine,
You’re right to ask. AI-assisted applications are everywhere now. Candidates use tools to fine-tune resumes, write responses, and prep talking points. Some use them well. Others lean too hard. Either way, it’s time to adjust how we evaluate talent.
Focus on Substance, Not Surface
Using AI doesn’t mean a candidate lacks skill. The question is whether they understand what they submitted. Ask for real examples:
“Walk me through your role on that project.”
“What would you do differently next time?”
You’re not testing memory—you’re testing ownership.
Be Clear About What Matters
If your process rewards polish, that’s what candidates will focus on. Be specific about what you value—sound judgment, flexibility, and real problem-solving. Ask questions that reflect the job, not just the job post.
More than 70 percent of job seekers now use AI tools to craft applications. The polish is expected. The insight isn’t.
Keep It Human
Don’t turn hiring into a search for who’s “faking it.” Candidates want to be seen for who they are—not flagged for using modern tools. Give space for real conversation. That’s where the signal rises above the noise.
The future of hiring isn’t about outsmarting the tools. It’s about seeing the human behind them.
– HR Manager
Originally featured in UBA’s May 2025 HR Elements Newsletter.
