AI could also be serving to candidates crack ATS filters, however recruiters say the surge in polished, template-driven resumes is weakening the worth of CVs as a hiring sign, pushing firms to rely extra on interviews, referrals, and skill-based assessments.
Trade specialists noticed that AI helps succesful candidates fighting resume writing or ATS formatting. Based mostly on observations from NexxaScreen’s interview workflows, co-founder Vinay Jain shared that candidates with higher ATS-optimized resumes usually obtain 5x to 10x increased shortlist visibility in contrast to earlier, regardless of the identical underlying expertise.
In the meantime, information from Hunar.AI signifies that over 70 per cent of white-collar candidates now use AI to draft their CVs. For Gen Z, this quantity exceeds 85 per cent.
“AI resumes are cleaner, keyword-optimized, structurally tight. They get previous ATS filters and look skilled. On paper, all the pieces is correct. However when everybody’s resume is polished to the identical commonplace, recruiters are scanning similar templates,” Krishna Khandelwal, Founder & CEO of Hunar.AI, shared.
The NexxaScreen co-founder added that recruiters have gotten higher at recognizing overly polished or templated resumes. “Since candidates add resumes earlier than coming into interview rounds, we regularly discover a niche between how sturdy a profile seems on paper and the way a candidate performs in dialog or evaluation. The true worth of AI ought to be serving to candidates talk their strengths higher, not assist them exaggerate expertise,” Jain stated.
AI-assisted functions are contributing to a surge in software volumes throughout industries, creating further strain on recruiters to determine real, certified expertise.
In accordance to LinkedIn analysis, 74 per cent of recruiters wrestle to discover certified candidates, at the same time as hiring exercise runs 40 per cent above pre-pandemic ranges. Amongst recruiters who say hiring has change into tougher, over half (53 per cent) level to a surge in AI-generated functions, whereas many cite continued shortages of in-demand expertise (47 per cent).
Due to this, resumes alone have gotten a weaker sign. Now, hiring groups usually rely extra on referrals, earlier firm manufacturers, portfolios, or interview-based evaluations to differentiate candidates. Consultants famous that recruiters are shifting towards a extra holistic analysis of candidates, prioritising measurable outcomes, area experience, mission possession, quantifiable achievements, profession development, and problem-solving skill over keyword-heavy resumes.
Knowledge additionally reveals that the share of candidates flagged for suspicious conduct throughout assessments has steadily elevated.
“In 2021, roughly 32.4 per cent of assessed candidates had been flagged for suspicious exercise, which rose to almost 45 per cent in 2025. The true problem at this time is separating sign from noise, figuring out candidates who possess real functionality, adaptability, and long-term potential in an more and more automated hiring surroundings,” noticed Pasupathi S, Chief Working Officer, HirePro.
Many firms are transferring away from relying solely on resumes and conventional screening strategies towards extra interview-led analysis processes, together with AI-powered interview rounds and situational assessments early in hiring. Organisations are more and more utilizing AI interviews not to save recruiter bandwidth, however to consider communication, problem-solving, and thought course of at scale.
Interview codecs themselves are altering, with extra recruiters utilizing open-ended and situational questions that check how candidates assume in actual time. The hiring course of is step by step transferring towards evaluating precise pondering and interplay as a substitute of simply profile presentation.
“Once we run interviews, a big chunk of candidates who look sturdy on paper rating within the backside twenty-five percentile. Recruiters who’ve used NexxaScreen ship the AI interview to 70 or 80 candidates who cleared their paper shortlist. A number of sturdy candidates are sitting in that rejected pool as a result of their resume didn’t survive the primary filter,” Jain stated.
Khandelwal echoed this sentiment, “Throughout 20 million+ candidate conversations at Hunar.AI, we’ve seen that the resume tells you virtually nothing about whether or not somebody is eligible. A 15-minute voice dialog in a candidate’s personal language reveals contextual understanding, situational judgment, and real-world readiness that no resume ever may.”
AI hits two teams hardest. Worldwide candidates who’ve labored at unicorns or giant firms of their house markets are getting auto-rejected as a result of the system doesn’t recognise the employer names.
For profession switchers, even with aggressive AI resume optimisation, there’s a ceiling. If their background is in a unique business, the job description key phrases usually are not of their historical past. These usually are not hypothetical dangers. Nonetheless, AI didn’t create bias, it made current biases quicker and extra invisible.
The specialists agree that AI helps firms deal with scale extra effectively. Extra organisations are utilizing AI-led interview and evaluation layers earlier within the course of to transfer past resumes and consider communication, problem-solving, and position slot in a extra structured method. Finally, the businesses benefiting most are these utilizing AI to allow higher human decision-making, not change it totally.
Revealed on Could 24, 2026
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