Can You Trust That Resume?
3 Ways to Tell if a Resume Was Written by AI (And What to Do About It)
AI tools like ChatGPT can now produce a polished, professional-looking resume in under a minute.
And candidates are using them.
That does not mean it is wrong. In fact, many candidates are simply trying to present themselves better.
But for small business owners, this creates a new challenge:
How do you know what is real and what is just well written?
If you are hiring without a dedicated HR team, this matters. A bad hire can cost time, money, productivity and team morale.
Here is what you need to look for.
1. Impressive Language But No Specifics
AI is very good at writing confident, professional-sounding content.
You will see phrases like:
- Results-driven professional
- Proven track record of success
- High-performing team leader
- Strategic thinker with strong communication skills
But here is the test.
Where are the numbers?
Strong candidates can usually tell you:
- How many staff they managed
- What revenue targets they hit
- What percentage growth they achieved
- What systems they implemented
If a resume avoids measurable results, dig deeper in the interview.
Takeaway you can share with your team:
Always ask: “What were the measurable results?”
If they cannot quantify it, it may not be as strong as it sounds.
2. Every Role Sounds Perfect
AI tends to smooth over gaps and turn average responsibilities into exceptional achievements.
Watch for:
- Every job sounding like a promotion
- No mention of challenges or setbacks
- Identical tone and structure across multiple applications
- Overly generic job descriptions
Real work experience usually includes:
- Problems solved
- Difficult conversations
- Lessons learned
If everything reads like a highlight reel with no depth, it is worth probing further.
Practical question to ask:
“What was the biggest challenge you faced in that role and how did you handle it?”
Authentic candidates can answer quickly and specifically.
3. They Struggle to Explain What Is on Their Resume
This is the biggest red flag.
If a candidate:
- Hesitates when explaining achievements
- Gives vague answers
- Cannot expand beyond what is written
- Changes their story when asked follow-up questions
There is a good chance the resume was heavily assisted or does not reflect real capability.
A resume is a marketing document. The interview is where the truth shows up.
Why Resumes Alone Are Not Enough Anymore
In today’s market, resumes are just the starting point.
More businesses are adding extra layers to reduce hiring risk, including:
AI Phone Interviews
Automated early-stage phone interviews with recorded responses and transcripts. This helps you hear how candidates communicate and respond in real time before you invest in a full interview.
Personality Profiling
Behavioural assessments can help determine if someone’s working style suits your team and role. This is especially important in small teams where cultural fit matters.
Reference Checks
Speaking with previous managers remains one of the most powerful ways to validate performance claims.
For small businesses without HR support, these layers can significantly reduce the risk of hiring the wrong person.
Simple Screening Checklist for Small Business Owners
If you are hiring internally, here is a quick process you can follow:
- Look for measurable results on every resume.
- Ask candidates to explain achievements in detail.
- Request specific examples of challenges they have solved.
- Validate claims with at least two reference checks.
- Consider adding structured screening tools where possible.
You can share this checklist with anyone in your team reviewing applications.
The Bottom Line
AI is not the problem.
The problem is relying on resumes alone.
Hiring is one of the biggest decisions a small business makes. A polished document does not guarantee performance, cultural fit or long-term success.
The more structured your screening process, the lower your hiring risk.
If you would prefer support with screening and shortlisting candidates, including optional AI phone interviews, personality profiling and reference checks, Recruit Shop manages the process from ad to shortlist for a flat fee of $2,995 + GST, with a $1,000 money-back promise if you do not hire within 28 days.
Because in today’s hiring market, confidence comes from process, not just paperwork.
