Are AI CVs really the issue?

It’s the debate of the century in the recruitment world – are AI job applications a smart hack to win candidates their dream role, or are they just plain cheating?

AI is helping many organisations to cut corners on fiddly admin tasks, causing jobseekers to increasingly rely on it to write time-consuming cover letters at scale.

Employers and recruiters have been vocal about their disdain for AI CVs. But one expert argues that the use of chatbots and other smart tech isn’t the problem. Instead, it’s outdated recruitment processes that are causing this divide between bosses and job hunters.

Employers’ distaste for AI CVs

Since the start, employers haven’t hidden their contempt for AI CVs. In fact, 80% of UK hiring managers rejected AI-assisted CVs and cover letters last year alone. Lord Alan Sugar also voiced his disapproval of AI resumes in January, describing them as “cheating”. 

David Morel, CEO of Tiger Recruitment, reports that his business is seeing “a significant increase in employers pushing back on applicants who submit CVs generated by AI”.

On the anti-AI side of the table is Sean Horton, Managing Director at Respect Mortgages. Horton thinks that AI CVs are “lazy” and show a “lack of commitment from the start”.

“Experienced employers can easily spot AI written content. It’s not genuine or personal and will often use phrases that aren’t naturally used,” he argues.

However, Sam Newton, Director at Gravitate Accounting argues that while employer concerns are understandable, AI detectors that are used to identify AI-generated content like CVs and cover letters “are not completely reliable” and that “using them without due diligence risks dismissing strong candidates unfairly”.

Are cover letters going out of fashion?

Olive Turon is Head of People and Culture at the talent assessment platform TestGorilla. Turon argues that while the concerns around AI job applications are valid, the real issue is that bosses are still even asking for cover letters, which Turon suggests are now outdated.

Turon comments: “If cover letters are filled with generic phrases like ‘leverage my skillset’, it’s not necessarily because candidates are cheating, but because they’re trying to meet expectations set by a system that rewards style over substance.”

A LinkedIn poll by software development company Teal reveals that the majority of respondents (82%) consider cover letters to be outdated. 

However, most UK employers still believe they’re important when considering new applicants. According to data by CVGenius, 56% of hiring managers believe that candidates who submit a cover letter are more passionate about a job.

Skills-based hiring is the new way forward

Turon advises that modernising the hiring process by focusing on skills-based hiring is the best approach to balancing the use of AI in job applications.

“The real challenge isn’t filtering AI – it’s rethinking how we assess potential in the first place,” Turon says. “That means moving beyond polished prose and focusing on how someone thinks, adapts, problem-solves and collaborates instead,”

“These days, soft skills like adaptability, emotional intelligence and creative thinking are just as important as technical ability,” she adds. “[Skills-based hiring] allows hiring managers to assess a candidate’s ability upfront, based on real tasks and relevant behaviours. When the focus is on demonstrated skill, there’s little room for AI to do the heavy lifting.”

According to a report by The HR Director, 81% of employers leveraged skills-based hiring in 2024. Moreover, research from the Startups 100 survey revealed that 64% of SMEs now prioritise soft skills over hard skills when hiring. 

Richard O’Connor, Director at First Mats, is one employer who would agree. O’Connor believes that an AI CV should not rule a candidate out. He says the real test comes later.

“If they can prove their knowledge or experience face-to-face, backed up by the references they provide, then how they created their CV will become irrelevant”, he comments.

What should employers do?

While many employers see AI CVs as the “easy option” to apply for a job, that doesn’t mean utilising the technology should be completely off the table. A CV created entirely with AI is easy to dismiss, but those who rely on AI purely for assistance shouldn’t be discarded. 

The blame may also lie on both sides. Ironically enough, candidates are increasingly seeing AI job specs as companies lean on the technology to write descriptions for job seekers. Applicants who see these ads may presume that AI is permitted in the hiring process. 

Employers should not be so quick to criticise AI use, particularly when so many now use the technology in their HR operations. Employers should further determine suitability in the interview process and a skills-based approach to ensure smooth, fair and unbiased hiring.