New research from UK jobs site CV‑Library finds many applicants are rewriting CVs and cover letters to pass AI screening tools rather than to appeal to human recruiters. A survey of more than 1,000 candidates and 233 recruiters shows 7 in 10 jobseekers—and a similar share of recruiters—say the trend makes it harder to identify standout applicants. More than a third of recruiters are now less confident that applications accurately reflect a candidate's true skills, prompting calls to prioritise interviews and skills‑based assessments.
Study: Jobseekers Rewrite CVs for AI Screening, Making It Harder for Humans to Spot Top Talent
In the era of AI CV scanners, job candadites have become too mindful of the software demands of a digital resume, and are neglecting the real, human recruiters, say the authors of a new study. Christin Klose/dpa
Jobseekers are increasingly tailoring their CVs and cover letters to pass automated screening tools rather than to appeal to human recruiters, new research from UK jobs site CV‑Library shows.
Key Findings
CV‑Library's survey of more than 1,000 candidates and 233 recruiters and employers reveals that many applicants now assume their materials will be read by artificial intelligence (AI) systems. The research suggests this shift is reshaping how people present their skills—and creating fresh challenges for hiring teams.
- 7 in 10 jobseekers said writing for AI makes it harder to stand out.
- A similar proportion of recruiters said AI‑generated applications make identifying the strongest candidates more difficult.
- More than a third of recruiters reported they are less confident than a year ago that a CV or application accurately reflects a candidate's true skills.
"Candidates are becoming so focused on writing for AI that they risk forgetting their real audience – the human making the final hiring decision," said Alec Stanwell of CV‑Library.
Stanwell added: "AI can help improve an application, but it shouldn't remove the personality, skills and real‑world examples that can make a candidate stand out."
What This Means For Employers And Candidates
For employers: polished, AI‑friendly applications increase the risk of missing genuine talent. CV‑Library recommends looking beyond the CV—using structured interviews, skills‑based assessments and work samples to evaluate real ability.
For candidates: use AI tools to refine clarity and grammar, but preserve concrete examples, measurable outcomes and personality that speak to human decision‑makers. Highlight demonstrable skills and be prepared to show them in tests or interviews.
Bottom line: As screening becomes more automated, both sides must adapt—employers by improving assessment methods, and candidates by balancing AI optimization with authentic evidence of capability.
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