AI-generated resumes are creating headaches for hiring managers, according to a new survey by AIResumeBuilder.com. Among 929 hiring managers, 61% say AI resumes make candidates appear more qualified than they actually are, leading 62% of companies to terminate employees after discovering their skills didn’t match their application.
Nearly half (49%) of managers also report candidates struggling to back up AI-enhanced claims during interviews. The trend underscores the growing tension between technology-assisted applications and real-world job performance.
Hiring Volume and Screening Challenges
The surge in applications is dramatic: 73% of hiring teams say they receive more resumes than in past years. Within 24 hours of posting a job, 20% receive 51–100 applications, 19% see 101–500, and 7% get more than 500. To cope, some employers are weighing controversial strategies—20% have considered pay-to-apply models, with nearly 90% likely to adopt it if implemented.
Managers report being able to spot AI-generated resumes by certain patterns: unnatural phrasing (66%), misaligned skills (63%), and excessive buzzwords (62%).
“AI can help job seekers clarify achievements and highlight relevant keywords,” says Rachel Serwetz, career advisor at AI Resume Builder. “But since many candidates use similar language, a professional summary with authentic, specific details can help applicants stand out.”
The Future of AI in Recruitment
Despite the risks, most hiring managers aren’t anti-AI: 54% support light use of AI in resume writing, while only 9% oppose it entirely. Serwetz advises alternatives to pay-to-apply systems, such as video responses or skills assessments, to filter applicants without imposing financial barriers.
The survey highlights a broader challenge for HRTech: balancing automation and authenticity. As AI tools become standard in recruiting, companies will need smarter screening, better verification processes, and a renewed focus on real-world skills to prevent costly mismatches.
AI-generated resumes are creating headaches for hiring managers, according to a new survey by AIResumeBuilder.com. Among 929 hiring managers, 61% say AI resumes make candidates appear more qualified than they actually are, leading 62% of companies to terminate employees after discovering their skills didn’t match their application.
Nearly half (49%) of managers also report candidates struggling to back up AI-enhanced claims during interviews. The trend underscores the growing tension between technology-assisted applications and real-world job performance.
Hiring Volume and Screening Challenges
The surge in applications is dramatic: 73% of hiring teams say they receive more resumes than in past years. Within 24 hours of posting a job, 20% receive 51–100 applications, 19% see 101–500, and 7% get more than 500. To cope, some employers are weighing controversial strategies—20% have considered pay-to-apply models, with nearly 90% likely to adopt it if implemented.
Managers report being able to spot AI-generated resumes by certain patterns: unnatural phrasing (66%), misaligned skills (63%), and excessive buzzwords (62%).
“AI can help job seekers clarify achievements and highlight relevant keywords,” says Rachel Serwetz, career advisor at AI Resume Builder. “But since many candidates use similar language, a professional summary with authentic, specific details can help applicants stand out.”
The Future of AI in Recruitment
Despite the risks, most hiring managers aren’t anti-AI: 54% support light use of AI in resume writing, while only 9% oppose it entirely. Serwetz advises alternatives to pay-to-apply systems, such as video responses or skills assessments, to filter applicants without imposing financial barriers.
The survey highlights a broader challenge for HRTech: balancing automation and authenticity. As AI tools become standard in recruiting, companies will need smarter screening, better verification processes, and a renewed focus on real-world skills to prevent costly mismatches.
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