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Recruitment Specialist Explains Why The Unrestricted Use Of Artificial Intelligence In Creating And Editing Resumes Has Generated Standardized Documents, Reduced The Individuality Of Candidates And Made It Difficult To Identify Real Profiles In An Increasingly Competitive Selection Process
A recruitment specialist warned that the use of artificial intelligence to enhance resumes can harm candidates since excessively standardized texts make it difficult to identify the person behind the content and reduce the chances of differentiation in competitive selection processes.
Recruitment And The Standardization Caused By Artificial Intelligence
In a scenario where artificial intelligence is already used for calculations, task organization, and text production, many candidates have started using it to try to increase their hiring chances. In recruitment, technology can correct grammar and transform routine tasks into attractive skills.
Frances Li, founder and director of Biscuit Recruitment, stated that AI-generated resumes are not attractive to recruiters. According to her, while technology has contributed to a flood of visually flawless resumes, this same standard makes many documents appear lifeless and generic.
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Li explained that when all candidates sound the same, recruiters have difficulty seeing the person behind the text.
For her, the individuality of the candidate is more relevant than perfect formatting, as it allows selection among many similar profiles.
Excessive Editing With AI Eliminates Resume Personality
When commenting on common mistakes in resumes made with the help of AI, Li highlighted excessive editing. She stated that candidates completely erase their personality when overly revising the text, resulting in clean but cold documents, something noticed by employers.
Even in positions that require attention to detail, such as text proofreading, Li warned that excessive corrections can deter recruiters.
For her, sharing motivations and not just experiences creates a connection and makes the resume more human, something valued in recruitment.
The specialist emphasized that AI tools are useful for structure and grammar, but copying and pasting results without personal editing eliminates elements that make the candidate memorable. According to Li, recruiters seek authenticity and clarity, not robotic professionalism.
Lack Of Regular Updates Compromises Results
Another issue pointed out by Li is the lack of continuous updating of the resume. She stated that many people only review the document when they are desperate for a new job, resorting to AI as a last-minute solution.
For the specialist, a good resume is always under construction. She recommended setting aside about 30 minutes each quarter to update achievements and results, avoiding panic when an opportunity arises. This habit facilitates recruitment and reduces last-minute errors.
Li highlighted that sending recent information directly to AI, without personal reflection, can result in descriptions disconnected from the candidate’s reality, harming the clarity of the professional history.
Excessive Jargon And Lack Of Adaptation To Recruitment
Li also warned about the excessive use of common jargon in texts generated by AI, such as “dynamic” and “results-oriented.” According to her, recruiters prefer concrete evidence instead of vague adjectives, which makes the resume more trustworthy.
The specialist recommended starting with one’s own words and using AI only to refine the text, not to replace it. For her, the process should be one of collaboration, not total delegation, avoiding terms that the candidate does not fully understand.
Finally, Li stated that failing to adapt the resume for each position is a frequent mistake. Although sending the same document to several companies may seem time-saving, she explained that the best candidates make adjustments, even slight ones, in each application, increasing effectiveness in recruitment and adherence to the positions.
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