By 2030, experts predict that one in ten CVs will be AI-generated, reflecting the rapid adoption of tools like ChatGPT in job applications. While this technology can help candidates present themselves more professionally, it also poses challenges for hiring managers who must distinguish between polished text and genuine capability.
How Many CVs Will Be AI-Generated?
- Research analysing over 2.5 million CVs in the UK found a sharp rise in “AI fingerprints” since late 2022.
- If current trends continue, 10% of CVs could be AI-generated by the end of the decade.
- This means recruiters will increasingly encounter applications that look sleek but may lack authenticity or differentiation.
What to Look Out for When Screening CVs
Hiring managers should be aware of common markers of AI-generated CVs:
- Overly polished language: Sentences that sound generic, formal, or unnaturally smooth.
- Repetitive structures: Similar phrasing across multiple CVs, making candidates blend together.
- Lack of specific detail: AI often struggles to capture unique, personal achievements or context.
- Formatting quirks: Statistical markers like unusual punctuation (e.g. em dashes) can signal machine assistance.
Instead of dismissing these CVs outright, recruiters should focus on semantic search tools or skills-based screening methods that highlight real capabilities beyond the wording.
Interviewing to Ensure Skills and Fit
Since CVs may not fully reflect a candidate’s abilities, interviews become even more critical. To ensure applicants can truly do the job:
- Ask for practical examples: Request candidates to describe specific projects, challenges, and outcomes.
- Use competency-based questions: Focus on problem-solving, teamwork, and adaptability rather than rehearsed answers.
- Incorporate skills testing: Short tasks, case studies, or role-play scenarios can reveal whether someone has the technical and interpersonal skills required.
- Probe beyond the CV: Ask about experiences not listed, or dive deeper into vague claims.
- Assess soft skills: Communication, critical thinking, and cultural fit are harder for AI to fabricate convincingly.
The Bottom Line
AI-generated CVs are here to stay. By 2030, they could represent a significant portion of applications. Rather than rejecting them outright, employers should adapt their screening and interviewing processes to cut through the noise. The goal is simple: identify genuine talent, ensure candidates have the right skills, and make hiring decisions based on substance, not just style.
At Bond Williams, we understand the challenges of modern recruitment and the growing influence of AI in applications. Our expert team uses skills-focused screening and tailored interview strategies to help you find candidates who truly fit your business needs.
Are you ready to cut through the noise and hire with confidence? Contact Bond Williams today and let us connect you with talent that makes a real difference.
