AI in Job Applications: How Hiring Managers Can Stay Human in a Machine-Learning World

Large language models are rewriting the rules of recruiting.

For hiring managers, this is a whole new ball game. You’re no longer just evaluating people; you’re evaluating the people who are writing the prompts. It’s a huge challenge to spot genuine experience.

But don’t panic. There are smart ways to navigate this brave new hiring world without losing your mind (or your humanity). Here’s how to deal with AI’s growing influence in job applications—and maybe even use it to your advantage.

1. Spot the AI Fingerprints (They’re There if You Know Where to Look)

AI-generated applications tend to sound… perfect. Too perfect. They’re polished to be flawless, but they are emotionally vacant.

Signs of an AI-assisted submission:

• Cover letters with no typos but also no personality

• Résumés that read like they were copied from LinkedIn buzzwords (because, well, they were)

• Writing that feels strangely detached

Ask for specific, situational examples in the application process, especially in interviews. A human will recall messy details (“When the CEO’s flight was delayed, I ran the board meeting in a hotel lobby with a phone”), while AI will give you a sterile summary about “navigating unforeseen challenges.”

2. Don’t Fear AI, Use It to Your Advantage

AI tools can be an ally in filtering large applicant pools, especially for senior-level roles where time is money (and so are the candidates).

Use AI to:

• Detect inconsistencies across multiple documents

• Assess tone and communication clarity in writing samples

• Flag résumé inflation 

But remember: AI is your assistant, not your decision-maker. You still need to read between the lines, a skill which, as a good hiring manager, you’ve used throughout your career.

3. Ask the Right Questions During Interviews

AI can write a résumé and cover letter. But live conversation? Um, no.

In interviews, dig into:

• “Why” stories – “Why did you make that decision?” reveals genuine thought patterns.

• “Tell me about a time you failed” – AI has a difficult time admitting any sort of failure

• “If you had to make that call again…” – watch for reflection and nuance.

The best executives can improvise and pivot mid-question. AI-trained candidates often sound like they’re way too rehearsed.

4. Work With an Executive Search Firm

Executive search firms worth their salt are using AI in sophisticated ways, like by cross-referencing digital footprints, verifying claims, and identifying high-potential leaders who may not even be actively job hunting. But more importantly, they know how to tell when an application has been “AI-polished” versus when it reflects authentic experience.

A good firm brings:

• Deep candidate vetting that no algorithm can replicate

• Industry insights into how AI tools are being used (and abused)

• Access to passive talent

In short: working with a top-tier search firm is perhaps your best defense against being catfished by a chatbot.

5. Redefine What “Human” Looks Like in Hiring

AI’s rise might just make human qualities more valuable than ever.

When candidates can automate their polish, authenticity becomes gold. Look for signs of genuine human touch:

• A conversational style that feels real

• A hint of personality: humour, humility, even a well-timed anecdote

• Real stories told sincerely

• Insightful questions of the hiring team

Conclusion: Humans Still Win

AI may be rewriting résumés, but it can’t rewrite character. Stay curious, question everything, and remember that the best hires will always bring sound judgment, empathy, and a sense of humour under pressure. If you’re ready to hire a senior finance or C-Suite leader, or just need help with your talent acquisition strategy, get in touch to arrange a quick chat. Email Paul, Brent, Troy, or Tara, or give us a call at 519-673-3463.