What can HR and managers do when every candidate has a perfect CV thanks to AI?

The rise of AI in recruitment has been as swift as it has been inevitable. These days, anyone can craft a flawless CV using tools such as ChatGPT, Perplexity, Rezi or Grammarly. The outcome? Immaculate, error-free documents with polished wording and impressive-sounding achievements and sleek, professional layouts – even when the experience behind them is minimal, or somewhat embellished.

This leaves us facing an important question: How do you spot genuine talent when everyone looks exceptional on paper? For HR teams and hiring managers, this will be a crucial challenge – and one they will need to tackle together – if they are to identify and secure truly outstanding candidates.

When everyone seems like an expert, you have to go beyond the CV

For years, the CV was the primary gateway into any recruitment process. But now, with artificial intelligence able to generate or enhance resumes, it’s becoming far harder to tell the difference between a genuine career story and a beautifully crafted one.

And this isn’t just about spotting exaggeration or falsehoods – it’s about something far more important: determining whether a candidate is truly equipped to add value in a complex, fast-changing and human workplace.

We highlight a few practices that are now more relevant than ever:

Design more in-depth interviews that go beyond work history, exploring decision-making processes, specific projects (and the stories behind them), key learnings, and genuine motivations. This can be introduced in the very first stage, right after the initial contact.

Use the STAR method – your ally in objectively assessing a candidate’s skills through specific scenarios. This helps to pinpoint the abilities that are truly essential for the role.

Incorporate situational tests, case studies and role-play exercises that reveal how a candidate thinks and acts when faced with real challenges.

Leverage AI to your advantage – these tools can help detect inconsistencies, assess skill-role compatibility, and provide an objective analysis of responses in recorded interviews.

Pay attention to communication and personal narrative – not everything can be generated by AI. The way someone tells their story, the examples they choose, and how they respond to unexpected questions can be telling.

Strengthen the assessment of cultural fit – how well does the person align with the company’s values and working style? This is something no algorithm can fully determine. Ask, for example, how they would handle a difficult conversation with a colleague, or how they would approach teamwork in a high-pressure scenario.

Once you’re clear on your objectives for the selection process, you can map out each stage to ensure they align with your hiring goals.

“The STAR methodology allows you to go beyond the CV – no matter how polished – and focus on how candidates have acted in real-life situations, which remains one of the best predictors of future performance.” – Mercedes Hortelano, Human Resources Consultant

Key phase: a real task in context

One of the most effective ways to distinguish genuine potential from artificially inflated capability is through practical application. Including a realistic task or challenge – closely aligned with the role – allows you to assess not only technical skills, but also reasoning, judgement, ethics and communication.

These should not be generic or automated tests, but challenges that the candidate will face in their day-to-day work. For example:

For a communications creator: Ask them to develop an internal crisis communication strategy.
For a data analyst: Present an ambiguous problem with multiple data sources and conflicting objectives.
For a marketing manager/marketer: Request a concise strategy for one of the channels they would be managing.

“The key is that it’s not enough to say ‘I’m a data analyst’ or ‘I know how to develop an internal communication plan’. You have to prove it in action,” says José Juan Martín, CEO of OpenHR.

These exercises also reveal the areas where AI alone cannot deliver – where the human layer is still essential: judgement, empathy, intuition, strategic vision. These remain true differentiators, and will only grow in importance in the years to come.

The person beyond the screen

Using recruitment software is so useful. But let’s be honest, even for remote roles, meeting the candidate in person is invaluable. A face-to-face conversation – even a brief one – can reveal what a video call filters out: body language, energy, how someone expresses themselves, how they listen, and how they connect with others.

These moments also give us a clearer sense of whether the candidate truly aligns with the company’s values and culture. Holding this meeting in the final stages of the process can be decisive.

Building cohesive teams is just as important as securing the right technical expertise.

Onboarding is not the end of the process – it’s the real beginning

Once someone is hired, the real evaluation begins during onboarding. This is when first impressions are confirmed – or disproved. Careful follow-up in the initial weeks helps identify any gaps between expectations and reality, and whether the new hire fits the company’s culture, workflow and dynamics.

Monitoring here isn’t about control – it’s about support. In a world where many tasks are automated, teams are dispersed, and productivity is measured by results, onboarding remains one of the most human and strategic stages of the employment journey.

Authenticity, discernment and humanity

In an era where artificial intelligence can level the playing field on the surface, depth becomes our most reliable filter. Assessing how candidates think, act and interact is key to making sound hiring decisions.

The future of work won’t belong to those with the most flawless CV, but to those who can combine intelligence, empathy and purpose in a workplace that is constantly evolving under the influence of AI. Technology can help you find talent – but it is human knowledge that determines whether they are the right person to grow with your team.