While 71% believe AI has made recruitment processes more efficient, 46% believe it is making things more difficult as candidates are overusing tools like ChatGPT to enhance their CVs. Additionally, over half of UK employees consider themselves ‘knowledgeable’ or ‘experts’ in AI, estimating they’ll become more reliant on it in the coming years. But employers are flagging overuse of the tech in first impressions.

Analysing recently submitted CVs and cover letters, 100 of the most recent job applications were scanned* to understand just how many candidates are using AI. Their recruitment expert and MD also provided her top tips for filtering AI applications and rewarding originality.

They discovered that just two in five (39%) job applications were original, with almost two-thirds (61%) flagging as AI-generated.

Despite being integral to many recruitment teams, LinkedIn and Indeed’s easy apply features are often a magnet for bad applications. However, Reboot found that the percentage of AI-generated CVs and cover letters was lower coming from LinkedIn and Indeed (55%) than from their website career page (70%) – though the number from both is still high.

A recent study found that 73% of hiring managers recognise AI-generated content, and it’s no surprise. Reboot collated the AI-generated cover letters to pull the most common phrases used and discovered the following:

…thank you for considering my application… (43%)

…writing to express my interest in… (22%)

…the opportunity to contribute… (21%)

The following, more niche, phrases were also flagged multiple times:

…bring my skills and energy to your team… (9%)

…I am confident in my ability to contribute to… (9%)

They analysed applications from jobs across the digital landscape and discovered that paid media, growth and marketing applicants were most likely to use AI in their applications. Interestingly, PR, data-science and sales applications were least likely to be flagged as AI-generated.

But how can HR teams stop getting duped by AI applications? Zoë Blogg, Managing Director and recruitment expert at Reboot Online, explains:

“Our research found 61% of recent applications were flagged as AI-written, often riddled with the same overused words and phrases like ‘passionate’, ‘dynamic’, or ‘I am confident in my ability to contribute to’. Recruiters read hundreds of applications a week. These patterns are now easy to spot.

“Having to think twice about whether applications are AI-generated has put a spanner in the works for hiring managers. But there are some ways we can spot the differences.

“Human-written job applications generally include more personal anecdotes, statistics and real-world examples. Keeping an eye out for candidates explaining ‘times when’ is a great indicator that they haven’t just asked ChatGPT to simply write a cover letter for your company based on the job description.

“AI also tends to spit out the same cover letter buzzwords and phrases, which can easily be spotted when we’re reading hundreds of applications back-to-back. Polished and overused words like ‘passionate’, ‘dynamic’ and ‘excited’, alongside the commonly heard phrases like ‘I’m writing to express my interest in’ and ‘I am confident in my ability to’ come up most frequently in AI responses, proving to be strong indicators.

“In the future, hiring managers can discourage AI use and reward originality in the process. Whether it’s designing more human-centric applications to include shorter questions and video responses, or using application portals which require real-time responses and timers. There are creative ways we can reangle the hiring process to favour human-written content, rather than AI.”

AI expert Christoph Cemper, on behalf of AIPRM, has provided key tips and tricks for identifying the use of AI in job applications and CV’s. 

1. Overly polished language

AI tools tend to produce content that is grammatically impeccable but may lack a human touch. Signs include:

A flawless yet monotonous tone: The CV might read as too perfect, lacking personal anecdotes or a unique voice.

Uniformity in phrasing: AI might use repetitive phrases or a uniform writing style throughout different sections. For example, a CV filled with immaculate bullet points like “Managed comprehensive integration strategies” without any variation or personal flair might be a red flag.

The use of overly long or complex sentences that include patterns or phrases that ChatGPT commonly employs such as ‘embarked, delved, invaluable, relentless, groundbreaking’.

2. Unusually Generic Descriptions

AI can generate generic descriptions that might not fit the specific job or industry context. Look for vague accomplishments without quantifiable results or context. Real professionals often use specific terms related to their field that AI might overlook or generalise.

3.  Mismatch of skills and experience

The skills listed on the employee’s CV might not align logically with the candidate’s experience or job history. For example, a CV that lists advanced skills in software not commonly used in a candidate’s industry or experience level could suggest AI-generated content.

4. Absence of personal anecdotes

Look for CVs that lack stories or specifics about past projects, challenges, or personal achievements. Descriptions might be too broad or lack customisation to the individual’s actual experience.

For example, a cover letter or CV that doesn’t mention the company’s name, specific projects, or role details, and instead uses placeholder-like statements.

5.  An inability to explain or solve real-world problems during interview

During interviews, ask about specific projects or tasks mentioned in the CV, seeking specific contributions or insights.

If a candidate’s CV claims that they “led a team to improve customer satisfaction,” ask for examples of specific challenges that they faced during the project and how they resolved them. AI-generated responses might falter on such detailed and situational questions.

Zoë also warns that candidates relying on AI risk doing more harm than good: “Candidates who don’t use AI actually stand out more. Asking AI to write your cover letter is becoming too obvious, especially when you are reading CVs every day.

“Applicants only get a few shots at landing their dream roles. Why waste it sounding like everyone else?

“If you want to stand out, show genuine personality, actually address your application to the hiring manager, and look to highlight a specific project/case study that resonates with you. AI can’t fake genuine curiosity and enthusiasm (it makes it harder to rely on it). That’s what recruiters notice – crafting your own opinions will separate you from the pile of AI-generated applications.”

*Research from digital PR agency Reboot Online