- Recruiters are facing a wave of candidates using AI to write CVs, cover letters, and even answer interview questions.
- Some candidates were caught reading back AI-generated answers during video interviews due to a lack of naturalness.
- The surge in applications leaves businesses with many resumes but difficulty in assessing true competence.
- Approximately over 40% of recruiters have extended probation periods due to the difficulty of identifying real skills.
- About 75% of HR leaders find CVs and cover letters less reliable than they were two years ago.
- L’Oréal has implemented “AI-free zone” rules, requiring 45–60 minute in-person interviews without AI assistance.
- EY has also banned AI during interviews and trained over 20,000 interviewers to detect “memorized” AI answers.
- Recruiters are shifting toward deep questions regarding thinking, decision-making, and situational handling to detect fraud.
- Some companies are returning to in-person testing and practical assessments, eliminating online tests due to the risk of AI cheating.
- The number of applications has increased sharply, but differentiation has decreased, making recruitment more difficult.
- For example, one company received 400 applications but only 10% were suitable, forcing an extra video screening step.
- AI is also being used in reverse to screen resumes, creating an “AI applying – AI hiring” loop.
- Some companies require candidates to demonstrate their ability to use AI rather than banning it entirely.
📌 Conclusion: AI is upending the recruitment process by making resumes uniform and difficult to evaluate. With over 40% of businesses extending probation and 75% finding resumes less reliable, companies are forced back to in-person interviews and practical testing. “AI-free zones” are becoming a trend to ensure authenticity, as businesses seek to balance fraud control with leveraging AI for talent assessment.
