If you don’t optimize your resume, the AI ​​will filter it out, leaving you out. If you use AI, a human recruiter will leave you out

The use of AI in hiring processes personnel is increasingly widespread, both by human resources departments with the use of automatic ATS filtering of candidates (Applicant Tracking System) and by candidates to, precisely, overcome AI filters.

However, using AI to optimize resumes may have overwhelmed recruiters searching for candidates. that stand out from the restnot clone resumes.

The boom in CVs generated by AI. The implementation of AI systems has radically changed the way we find employment. Simply copy and paste the job description into ChatGPT, you get an optimized resume for that specific offer, filled with keywords that exactly match the terms that the bot waiting on the other side of the Submit button will select.

As and as they described From the Manfred technological employment platform, this means that each offer receives a flood of identical applications, where everyone repeats the same terms. According to a survey According to the consulting firm Hays, at the end of 2024, 40% of professionals were already using AI for their CV that year, 3% more than in 2023, and they expect it to reach 80% in five years. As a result of this increase, recruiters receive hundreds of profiles that pass the filters and appear to be the ideal candidates, but fail. at the first human glance.

Companies want to hire people. As and how I collected Washington Postrecruiters have developed the ability to identify these “synthetic” resumes. Patterns such as the absence of synonyms, mechanical repetitions or an excessively polished tone reveal the use of AI in your writing. according to human resources experts. According to a survey conducted by the employment assistance platform Resume.io, 49% of hiring managers reject resumes suspected of being generated by AI.

The recruiters interviewed in the article Washington Post They are in favor of using AI as an assistance tool to “cover gaps” and make the writing of the resume more complete. But delegating it completely to AI generates rejection because, in reality, they don’t know who they are hiring. “If this is how you apply and this is how you work, I don’t want to hire you,” said Joseph Eitner, director of human resources at Eaton Capital Management, a New York investment firm. “Job seekers should use it to enrich their work. They should not use AI for the entire process,” said Ron Sharon, chief information security officer at financial consulting firm PTMA Financial Solutions.

Anthropic, one of the world’s leading AI developers, positioned itself along the same lines in its job offers, urging its employees not to use AI to complete the application form with the aim of getting to know their candidates better and emphasizing that it did not matter if they did not have the appropriate training since the form was not going to pass any AI filter.

A game where everyone loses. The use of AI in preparing resumes and cover letters has increased in response to ATS filtering systems. Candidates simply hope to pass the initial filter and advance through the selection process to reach the interview phase and meet face to face with an interviewer. In this sense, it is the companies and recruiters themselves who they have created the monster which they now repudiate.

According what was published by Forbes82% of companies use AI to scan candidates’ initial applications, creating a race between algorithms to optimize for each other. Along the way, the candidate loses his “humanity” but the company also loses its culture and values. Candidates cannot be blamed for adapting to a technology present in a good part of open personnel selection processes.

The process is broken. Huntr’s Q2 2025 ‘Job Search Trends Report’ points out that 85% of candidates looking for a job take more than nine months to find a job. For its part, a meta-analysis of the sector revealed that 63% apply for more than 337 vacancies, of which only 2% manage to interview with a human recruiter. On LinkedIn, they only respond to 3.3% of the candidates.

This constant bickering It exhausts companies and candidates alike, complicating the search for suitable candidates for open positions. Currently, companies are experiencing a contradiction in their hiring processes, as they claim adaptability and attitude in their candidates, but surely those candidates were discarded in the first filter because his CV was not optimized by an AI.

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Image | Unsplash (Vitaly Gariev)