Candidates can now produce polished cover letters, restructure CVs and generate convincing answers to application questions within seconds. If you were using CVs for assessing graduates, then the landscape is very bleak and CV sifting is little more than an exercise in futility.
The Institute of Student Employers’ 2026 Student Development Survey found that 67% of employers were concerned that graduates might misrepresent their abilities using AI during selection. Concern about school and college leavers was almost identical at 66%, with both figures increasing from around half of employers in 2025.
The signal in written applications is weakening
Written applications have traditionally helped employers judge communication, motivation and experience. They can still provide useful context, but employers should be cautious about treating polished writing as evidence of job performance.
When many candidates use similar tools, application quality may increasingly reflect prompting ability, access to technology or familiarity with recruitment conventions. And application numbers are increasing, open jobs are receiving much more applications than before.
It is also important not to assume that all AI use is deceptive. Candidates may use it to improve clarity, overcome language barriers or organise their thoughts. The more useful question is whether CV sifting now gathers enough independent evidence to support a decision - and for early careers it certainly doesn't.
Use applications for context, not proof
Employers can reduce their dependence on written claims by using more predictive methods as the basis of their hiring decisions: short work samples, cognitive ability tests, structured screening questions or assessments of situational judgement.
These methods allow candidates to demonstrate how they reason, solve problems and respond to realistic situations. They can also help employers manage large applicant pools without relying entirely on CV keywords or subjective impressions.
A practical review of alternatives to traditional CV screening can help hiring teams decide which evidence is most relevant to the role.
As AI makes professional-looking applications easier to produce, employers will need to rebalance their selection processes. The candidates worth progressing are not simply those who describe their potential most convincingly, but those who can demonstrate it.
