In a recent Talkin’ Talent podcast episode, HR leaders, Julia Medvin and Chelsea Stearns, joined host Sam McCarthy to unpack one of the most pressing challenges in talent acquisition trends today: the rise of AI-generated resumes and interview responses.
With Gartner predicting that by 2028, one in four job candidates could be “fake,” meaning their applications are significantly enhanced or even fabricated using AI, the question is no longer if this will affect your hiring process, but how prepared you are to handle it.
The AI-Enhanced Candidate: Superpower or Smoke Screen?
AI tools like ChatGPT have revolutionized how candidates present themselves. Resumes are now more polished, grammatically flawless and tailored to job descriptions with just a few prompts. While this raises the bar for professionalism, it also blurs the line between genuine experience and algorithmic embellishment.
Chelsea pointed out a subtle but telling sign: the use of em dashes (—), a stylistic choice often inserted by AI tools. It’s a small detail, but one that recruiters are beginning to use as a red flag to dig deeper into a candidate’s authenticity.
The Resume Isn’t Enough Anymore
Resumes have become so polished, often with the help of AI, that they no longer offer a reliable window into a candidate’s actual capabilities. What once served as a foundational tool for evaluating talent is now just a surface-level snapshot, often curated by algorithms rather than experience.
For hiring managers, this shift has major implications. It means that traditional screening methods are no longer sufficient to identify top performers or cultural fits. The resume has become a marketing document — not a proof of skill. As a result, organizations must rethink how they assess talent, moving beyond static documents to dynamic, real-world evaluations.
For candidates, it’s important to make sure your LinkedIn profile is buttoned up and matches your resume. Companies will almost always check to ensure it matches with your resume, for authenticity, and to distinguish real candidates from AI-enhanced fabrications.
“AI can be a superpower or a crutch. It can help, but it can also hinder if not used wisely.”
Behavioral Interviews: The Human Filter
To combat AI-enhanced applications, behavioral interviews are becoming a critical tool. Asking candidates to describe real-life scenarios, like how they handled a workplace conflict, led a project or navigated a challenge, helps reveal whether their experience is genuine or generated.
Chelsea emphasized the importance of asking for specific examples: “What was the situation? How did you document it? How did you resolve it?” These questions are difficult to fake convincingly, especially under pressure.
Assessments: Validating Skills in Real Time
Technical assessments, simulations and case interviews are also on the rise. These tools help validate whether a candidate can actually do what their resume claims. However, as both guests noted, assessments come with trade-offs: they’re time-consuming, expensive and can slow down the hiring process.
For roles where speed is critical, such as in defense or tech, companies may need to balance thorough vetting with time-to-fill metrics. Chelsea shared that her team maintains a 25-day average time-to-fill, which means assessments must be used strategically, often reserved for leadership roles or highly specialized positions.
Customizing the Candidate Journey
One-size-fits-all hiring processes are becoming obsolete. As Julia explained, companies now need to create bespoke hiring journeys based on the role, skill level and urgency. A software engineer might require a timed, monitored coding test, while a leadership candidate might go through multiple behavioral interviews and a personality assessment.
This tailored approach ensures that the hiring process is both rigorous and respectful of the candidate’s time, which is a crucial balance in a competitive talent market.
“Cordia Resources by Cherry Bekaert has a vetted, deep bench of industry professionals in accounting and finance, IT and HR ready to help you. We add that ‘human element’ that is often needed in the job search.”
Preparing for 2028: What You Can Do Now
Here are a few steps organizations can take to prepare for the AI-driven future of hiring:
- Invest in behavioral interview training: Equip hiring managers with the skills to ask probing, scenario-based questions that reveal real experience.
- Use assessments wisely: Implement technical or cognitive assessments where they add the most value — and be transparent with candidates about their purpose.
- Audit your ATS capabilities: Explore whether your applicant tracking system (ATS) can flag AI-generated content or support more advanced screening techniques.
- Create role-specific hiring path: Customize your interview process based on the role’s complexity, urgency and required skills.
- Stay human: AI can enhance efficiency, but it can’t replace the human touch. Keep empathy, culture fit and communication at the heart of your hiring process.
As AI continues to reshape the hiring landscape, the most successful organizations will be those that adapt quickly, not by rejecting technology, but by using it wisely and balancing it with human insight.
At Cordia Resources by Cherry Bekaert, our Recruiting & Staffing Services professionals are committed to connecting talented and genuine candidates who align with organizational goals. Contact us today to learn how we can support your hiring needs.
Related Insights
- Podcast: The Impact of AI on Talent Recruitment with Julia Medvin and Chelsea Stearns
- Article: Permanent Placement Strategies: Cordia Resources’ 3 Key Elements for Success
- Webinar Recording: Annual Financial Executive Forum Weekly Webinar Series: How AI and Digital Networks Will Shape the Future of Accounting
