When AI in HR doesn't help or CVs on steroids

No, you are not mistaken. More and more candidates are using today AI tools to improve or create your resume. The result?

• sophisticated language,
• perfect wording,
• excellently targeted phrases

Alternatively, text that is visible to bots that read CVs but not to the recruiter who subsequently investigates where the error occurred.

AI as a resume ghostwriter

Candidates today commonly give ChatGPT or other AI systems the following prompts:

„Create me a CV for a marketing specialist position with 3 years of experience, focusing on digital strategy and PPC campaigns“ attach the expectations from the advertisement to this.

The system then produces text that sounds confident, professional, and full of „buzzwords.“ The result is, of course, better than what the candidate themselves would write.

This is where the problem arises:
These CVs do not reflect the candidate's real-world experience, skills, or values. A recruiters become filters for false narratives.

You're wasting my time and trust.

For recruiters, this means:

• An increased number of „false positives“ – the candidate looks perfect on paper, but in practice, they're often a junior with zero experience.
• Frustration with the number of interviews, which do not bring results.

All of this reduces the efficiency and quality of the selection process.

How to solve these situations, which will become more and more frequent?

Change how you read resumes

Start looking for signs of „artistry“:

• incredibly smooth language,
• generic phrases without proven years of experience,
• repetition of popular phrases like „passionate about innovation“ or „results-oriented mindset.“.

Add control questions in the first contact.

Conduct brief phone interviews or short questionnaires to verify basic understanding of the field.
„What was the last PPC campaign you managed - what was the budget, goals, and results?“
„How did you prioritize your tasks when you had 5 projects at once?“

Focus on behavioral interviews

AI can „generate“ a story, but it's difficult to teach a candidate to respond promptly in a real conversation.
Real-world experience will become apparent with specific questions such as:

„Describe a situation where you had to resolve a conflict within a team. How did you approach it, what did you achieve, and what did this experience teach you?“

Consider backing up your CV with references

If résumés are losing their value, references can be a new chapter that allows for more accurate selection in the first step.
Address reference even in the initial stage of selection and include mini assignments in the selection process that will verify practical skills.

The future of choice? People, not just algorithms

AI v HR je určite užitočná – pri triedení CV, analýze dát či návrhoch otázok. Ale ako vidíme, stáva sa weapon in the candidate's hands, who „makes“ a career out of paper.

Task Human Resources Today is not just about choosing. It's also about protecting the truthfulness and fairness of the choice.
It may sound noble, but in practice it comes down to one thing:
Choose processes that return us to the essence – not how it looks, but what the person actually knows and wants.

Do you know that in Trigone Do we have effective training for you to manage / streamline your selection processes?