The ResumeGenius study provides an interesting, though still partial, snapshot of how AI is used in job applications. This first wave of analysis of the results highlights several structuring trends.
1. Massive adoption of AI by candidates
The key figure ( 70% of recruiters say they have already identified AI content) shows that the use of artificial intelligence is no longer marginal. It is no longer a matter of “individual innovation”, but a practice that has become widely normalised.
The most striking finding concerns the strong presence of AI in CVs and cover letters (47%).
These two documents have historically been a candidate's first points of entry: their transformation by AI means that the initial screening phase has now been profoundly altered.
2. AI is spreading to every stage of the application process
Beyond traditional documents, the study shows that AI now affects far more sensitive areas:
- Portfolios (35%)
- Online profiles (33%)
- Technical tests (29%)
- Video interviews (17%)
These figures reflect a shift:
We are no longer simply talking about “polishing a CV”, but about a strategic use, designed to optimise every stage of a recruitment process.
In technical tests (traditionally difficult to outsource), the 29% rate suggests that AI is being used to automate, speed up or get around assessments, which reshuffles the cards on the very notion of an “authentic” test.
The 17% figure for video interviews is particularly worrying: it means that cases of deepfakes, AI scripts or conversational assistants have already been detected.
3. A generational effect, but not a uniform one
The youngest recruiters (aged 18 to 27, followed by those aged 28 to 43) identify more AI-generated content.
Two hypotheses emerge:
- They are more exposed to applications from generations more used to using AI.
- They have stronger digital literacy, and therefore a better ability to recognise the “signatures” of AI.
What is surprising, however, is that this difference disappears almost completely when looking at cases of deepfakes or advanced uses.
In other words: the more sophisticated the AI, the more it escapes the human eye, whatever the recruiter's age.
This preliminary analysis therefore raises a series of questions, some of which will be clarified by the next phases of the study.
What AI changes for recruitment
1. Towards a new kind of vigilance for recruiters
Historically, the CV, the cover letter and the portfolio (often personalised) were seen as an authentic reflection of the candidate. The rise of AI changes the game: a recruiter can no longer take at face value what is “pre-formatted”.
This makes it more difficult to detect the real fit between a candidate and a position (skills, sincerity, personality).
2. Fairness between candidates vs. the “optimisation race”
While AI can improve the form of applications (spelling, clarity, structure), it can level up as much as it levels down... A candidate who is particularly comfortable with AI can mask a lack of experience or artificially inflate their skills.
The risk: favouring “AI-friendly” profiles rather than the best actual candidates...
3. Increased pressure on recruiters
To remain effective and relevant, recruiters need to develop a more critical eye, and equip themselves with tools or practices to assess the sincerity of applications (background checks, in-depth interviews, technical tests that are hard to “AI-fake”, etc.).
For the publisher of an ATS/CRM, this is a strong signal: recruitment tools will have to evolve, either to help recruiters detect AI or to offer workflows that take this dimension into account.
What this means for an ATS / CRM publisher
Drawing on my experience with Nicoka CABS (a recruitment management tool for recruitment agencies and IT services companies, or ESN), I see several practical implications, but also opportunities in line with changing market expectations.
- Integrate AI detection features: a modern ATS should raise an alert when a CV or cover letter seems “too smooth”, too formatted or automatically generated, for example through indicators of style, structure, repetition, etc.
- Offer “anti-AI” assessments: technical tests, role-plays, multiple-choice questionnaires with unpredictable questions; in short, tools to check real skills.
- Raise recruiters' awareness of these issues: train them to spot weak signals, to tell a good CV from an “AI super-CV”, and to dig deeper during interviews.
- Focus on the human element: ultimately, a recruiter's value will no longer lie in simple pre-screening, but in the ability to tell the true from the false, the human from the artificial.
3 recommendations for recruiters
- Never treat a CV as the “absolute truth”: always dig deeper, ask questions and cross-check with other sources (references, concrete achievements, interviews, etc.).
- Integrate robust assessment methods: technical tests, case studies, rating scales, exploratory interviews.
- Adopt suitable tools: ATS/CRM + analysis modules, potential AI content detection, application history tracking, traceability of CV changes, etc.
In conclusion
The ResumeGenius study shows that AI is no longer a futuristic concept in recruitment: it is already widely present in job applications. For recruiters, and for recruitment software publishers, this is a strong signal. The point is less to ban AI than to get used to recruiting in a world where AI coexists with humans , by developing a critical eye, suitable tools and responsible practices.
Link to the study:
https://resumegenius.com/blog/job-hunting/ai-impact-on-hiring
