{"id":5190525,"date":"2026-06-04T13:42:47","date_gmt":"2026-06-04T13:42:47","guid":{"rendered":"https:\/\/www.rmgroup.ch\/?p=5190525"},"modified":"2026-06-08T12:31:06","modified_gmt":"2026-06-08T12:31:06","slug":"ai-in-recruiting-in-the-digital-age","status":"publish","type":"post","link":"https:\/\/www.rmgroup.ch\/en\/ai-in-recruiting-in-the-digital-age\/","title":{"rendered":"AI in Recruiting in the Digital Age"},"content":{"rendered":"\t\t
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AI In Recruiting In The Digital Age<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tArtificial intelligence is not a futuristic topic in recruitment, it is already our reality, and it is part of the hiring process from both sides. Most candidates use AI to write their CVs or cover letters, they tend to use it to prepare for interviews and do their research about a potential employer. However, recruiters use AI to search for talent or to manage applications, and some companies have already introduced AI-driven CV screening. \n\nThe main question here is: when AI enters the recruitment process, who is really evaluating whom? Are we losing trust during the process? \n\nTrust is one of the foundations of recruitment, and it should not be lost as AI becomes more present in the process. Recruitment is not only about matching a CV with a job description, but about understanding people, their motivation, and their potential. At the moment, the recuiter believes the CV is AI written and does not trust it and the candidate believes the CV is screened by AI technology, not by a human being, and loses trust in the process as well. \n\nBut how much AI is really used in the process? <\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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AI is being used by candidates more than many companies realize <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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40 \u2013 60% of<\/strong>\u00a0candidates use AI<\/strong> for very practical reasons such as improving the wording of their CV, correcting language, tailoring documents to a job ad, or presenting themselves more clearly. In other words, AI is often used as a writing assistant, not\u00a0as a way to\u00a0fake experience.<\/span>\u00a0<\/span><\/p>

More polished CV does not always automatically mean a stronger candidate, but it may simply mean the certain candidate had access to better tools.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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What is CV screening? <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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CV screening is the process of reviewing applications to decide which candidates should move forward with the hiring process. This process is completed by recruiters who compare a candidate\u2019s experience, skills, motivation, salary expectations, availability, and career path with the requirements of a certain role.<\/span>\u00a0<\/span><\/p>

AI CV screening uses software to rank, filter, or recommend candidates based on job criteria, keywords, skills,\u00a0previous\u00a0titles,\u00a0education\u00a0etc.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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This can be helpful when companies receive hundreds or thousands of applications and are overloaded with work. However, this method is very risky because a system may overvalue keywords, misunderstand career changes, penalize unusual CV formats, or miss strong candidates whose experience does not fit a standard pattern. That is why we believe CV screening should definitely be led by\u00a0human!<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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How many CVs are actually screened by AI? <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The answer depends heavily on the country, industry, company size, and definition of \u201cAI screening.\u201d<\/span>\u00a0<\/span><\/p>

AI screening refers to the use of artificial intelligence to assess, rank, filter, or reject candidates during the recruitment process. This does not mean that every CV is automatically rejected by a robot. In many companies, AI supports recruiters by helping them\u00a0identify\u00a0relevant profiles, compare applications with job requirements, or prioritize candidates for review.<\/span>\u00a0<\/span><\/p>

However, recruitment is built on trust between candidates and recruiters. A CV is not only a list of keywords, skills, or job titles. It\u00a0represents\u00a0a person\u2019s career path, motivation, potential, communication style, and individual story. These are elements that cannot be fully understood by AI alone.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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This is why we believe that even though times are changing and AI is becoming part of recruitment, the hiring process still needs more than one perspective and more than two eyes checking an application. Human judgment\u00a0remains\u00a0essential, especially when evaluating context, career changes, international backgrounds, language differences, and real potential.<\/span>\u00a0<\/span><\/p>

According to Resume Genius\u2019 2026 Hiring Insights Report, 37% of hiring managers<\/strong> say their company allows hiring software to screen out applications based on criteria they set.<\/span>\u00a0<\/span><\/p>

This means many candidates are right to think some kind of automated screening may be involved, but it does not mean every CV is rejected by AI. In many companies, AI supports the process rather than fully replacing human\u00a0review.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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In Switzerland, AMOSA data shows that while 65% of job seekers use AI, only 13% of companies report using AI<\/strong> in recruitment, rising to 24% among large companies.<\/span>\u00a0<\/span><\/p>

This\u00a0indicates\u00a0that,\u00a0at the moment, AI adoption is occurring more often on the side of candidates than on the side of companies among Swiss employers.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Do candidates believe their CVs are scanned by AI? <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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A\u00a0recent\u00a0survey found that only 10% of job seekers believe<\/strong>\u00a0nearly all\u00a0of their applications are reviewed by a human recruiter.<\/strong> At the same time, 64% felt confident their resumes go through bots and AI CV screening.\u00a0<\/strong><\/span>\u00a0<\/strong><\/p>

This perception is very crucial for the applying process, because if candidates truly believe that the process is automated, they write their CVs considering \u2018\u2019favorable AI words or techniques\u2019\u2019 in order to get their CV noticed and of course they use AI tools for this matter.<\/span>\u00a0<\/span><\/p>

The result is a strange loop: candidates write CVs for AI, companies use AI tools to read them, and recruiters<\/span>\u00a0and line manage<\/span>rs<\/span>\u00a0are left with applications that look increasingly similar.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Can recruiters recognize AI-written CVs? <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Insight\u00a0Global\u2019s\u00a02025 AI in Hiring survey found that 88% of hiring managers<\/strong> claim that they can\u00a0recognize\u00a0<\/strong>when candidates use AI for applications, CVs and cover and motivational letters. The same survey found that 54% would care if a candidate used AI-generated application materials\u00a0<\/span>\u00a0<\/span><\/p>

It was found that 80% of hiring managers say they can often tell when a resume has been written by AI, and 77% say many resumes appear completely or partially AI-generated.<\/span>\u00a0<\/span><\/p>

But this is where the topic\u00a0becomes\u00a0complicated.\u00a0<\/strong><\/p>

For example, A Stanford-linked study discovered that detection technologies can incorrectly\u00a0identify\u00a0non-native English writing as AI-generated and can be avoided with simple prompting tactics, as well as directly translated text.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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For international markets like Switzerland<\/strong>, this is especially relevant, because many strong candidates write in a second or in a third language. A CV that sounds too polished, too generic, or too structured is not necessarily\u00a0fake,\u00a0in most cases it is\u00a0submitted\u00a0by a candidate who is trying to communicate professionally in a competitive market.\u00a0<\/span>\u00a0<\/span><\/p>

The use of AI for the purpose of wording and translation is not a universal problem. The problem is the complete generation and construction of a CV by an AI tool, which\u00a0indicates\u00a0that no effort was put into creating your own biography.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Candidate perspective<\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\tFor candidates, AI can be useful for structuring a CV, correcting language and preparation for interviews. Research highlighted by MIT Sloan found that job seekers who received algorithmic writing assistance for their resumes received 7.8% more job offers than those without assistance. They were also more likely to be hired in their first month on the platform studied. \n\nThe issue is not that candidates should avoid using AI, it is how they choose to use it.<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Good use\u00a0of AI:<\/span><\/b>\u00a0<\/span><\/p>