AI-Generated Resumes: What to Look Out For & How to Adapt Your HR Processes
If you’re worried that the majority of resumes and applications you’re receiving are AI generated, and possibly inaccurate (or at least somewhat opaque), you’re certainly not alone. The good news is that AI is not infallible, and also not inscrutable. If you find yourself in doubt about a picture-perfect candidate, here are a few tips to help you separate the person from the machine:
1. Ask the AI.
AI can be used to provide a second opinion on the authenticity of a resume or other content. You can input the content directly into a generative AI platform and prompt it to flag strange patterns, awkward phrasing and suspiciously erudite language (see what we did there?).
2. Demand details.
Resumes created by AI are often well-written, but lacking in personality and detail. They also tend to create the illusion of substance by relying on generic phrasing that sounds pretty good but doesn’t tell you much about the applicant. Try updating your application process to require specifics, like detailed information on education, training, and other experiences and accomplishments. Of course, resumes do traditionally come with a side of word salad so, if you’re not sure, use the in-person interview to probe further.
3. Make the interview the primary selection tool.
If you’re in the habit of choosing “favourite” candidates before the interview phase, it’s time to change things up. Update your interview process to include scenario-based questions to better understand a candidate’s experience level, problem solving skills, and risk mitigation abilities. Often, the ideas they present and the language they use in the interview itself is the best indicator of their aptitude, personality and real-world expertise.
4. Make time for reference checks.
Often, busy employers treat this phase as a formality, but now it’s more important than ever to do a deep dive into a candidate’s employment history and personal references to confirm you’re making the right hiring decision.
5. Look for imposters.
If they’ve worked anywhere for any amount of time in this industry, a candidate will have a certain comfort with the jargon that comes with it. Look for clunky phrasing, excessive use of keywords and repetition that are often the elements of AI generated content.
6. Consider candidate motivations for using AI.
Remember that reliance on AI does not necessarily mean a candidate is misrepresenting their experience and abilities. As a diverse nation, many Canadian applicants are likely to be newcomers who may use AI to improve the presentation of their resume. Unless original content creation is part of the job, look for the gems of experience within the fabric of the resume so you don’t miss out on your next great hire.
Encourage honesty by making it clear in job postings and interviews that using AI to enhance a resume is acceptable, but exaggerating or falsifying information is not. This fosters trust and helps you focus on candidates who align with your values.
