NX Talent Breakfast Recap: When AI Writes Every CV—Finding Real Talent in 2025

Yesterday, Neuroworx hosted a super insightful (if we say so!) breakfast event, “When AI Writes Every CV: Finding Real Talent in 2025,” in the wonderful city of Leeds. With 23 recruitment, HR, and talent acquisition experts in attendance, the room was full of thought-provoking discussions, industry insights, and shared challenges around the intersection of AI and hiring. And also, the odd moment of existential dread about robots taking all our jobs. 🙃

Here’s a recap of the key takeaways from the day, along with some practical solutions and a look at how Neuroworx is tackling these challenges head-on.

How AI is Showing Up in Hiring Today

The group explored how AI is making its mark on recruitment, particularly in applications and interviews. Here’s what we discovered:

AI in Applications

• 72.7% of attendees said they’ve identified AI in job applications or candidate communications, particularly in junior roles.
• AI-generated cover letters are often tailored to job ads but don’t align with the CV, creating inconsistencies.
• Candidates may use AI to ensure CVs pass automated keyword filters, but this can lead to generic applications.

AI in Interviews

• Some candidates use AI tools to prepare for online interviews, resulting in overly technical answers or irrelevant follow-up questions.
• While some recruiters see AI usage as a red flag, others use it as an opportunity to assess adaptability and critical thinking.

Ethical Perspectives

• Many professionals are cautious about calling out suspected AI usage, fearing potential bias or discrimination.
• There’s a growing argument that AI levels the playing field for neurodivergent individuals or those who struggle with traditional CV writing.

The Human Element

• Despite AI’s growing role, the consensus was that hiring still requires a human touch. Personality fit, transferable skills, and potential often can’t be captured in a CV or automated process.

Challenges AI is Creating in Candidate Assessment

While AI offers efficiency, it also introduces complexities:

Home-Based Assessments

• Candidates can use AI to complete tasks, making it harder to gauge their true capabilities.
• For language-based roles, AI is being used for translation tasks, raising concerns about long-term quality.

Bias and Automation

• Automated tools may discard strong candidates by overly relying on keywords or inaccurate matching algorithms.
• Larger firms are more likely to use AI-driven shortlisting, but this can lead to missed opportunities for talented individuals.

Clarity on AI Usage

• There’s a lack of transparency in both candidate and recruiter expectations around AI. Should candidates disclose AI usage? Should recruiters set clear boundaries on when AI is acceptable?

Proposed Solutions to Address AI Challenges

The group shared practical steps to navigate these challenges while maintaining fairness and efficiency:

Transparent AI Usage Policies

• Clearly state in job ads whether AI usage is acceptable for applications, tasks, or interviews.

AI-Detection Tools

• Some technology can flag suspected AI usage in applications and prompt follow-up questions for verification.

Face-to-Face Interaction

• Incorporate at least one in-person or video interview stage to assess soft skills, adaptability, and personality.

Task Validation

• Use tools like Google Docs revision history to monitor whether large chunks of text have been copied and pasted.

Shifting Perspectives

• Accept that AI is part of the hiring landscape, but focus on assessing how well candidates understand and apply it to enhance their work.

How Neuroworx Can Help

At Neuroworx, we’re all about skills-based hiring—

<<img#1>>

<<img#1>>

<<img#1>>