The job application process has never been easy for applicants. I know this from personal experience—having applied for numerous roles over the past few years. And one constant concern always gnaws at the back of the mind: Is my CV good enough? Will it be noticed, or will it vanish into the digital abyss?
Does it stand out? Does it convey my knowledge, skills, experience, and potential value to the recruiting organisation? And more to the point, is it immune to unconscious bias? Especially in regions like the Middle East, where assumptions are all too often made based on name or nationality.
We’ve all been schooled in how to write the “perfect” CV. Keep it short, no more than two A4 pages, avoid quirky fonts, and sprinkle it with keywords to tick the search engine boxes. Yet, here we are in 2024, and we’re no longer just writing CVs—we’re generating them with AI. Applicants are using tools like ChatGPT to perfect their documents, and recruiters are using AI to sift through them.
And as Hung Lee recently pointed out, this isn’t a small trend—it’s a tsunami. With AI driving both the creation and the evaluation of CVs, the whole system risks being overwhelmed. Mass-apply tactics are now a thing. Job seekers can send out hundreds of tailored applications in minutes, thanks to AI-powered tools. As Hung puts it, this has the potential to create a “DDoS attack on legacy hiring systems.”
In fact, we’re already seeing job ads disappear within 24 hours because companies are swamped with applications . It’s become a game of who can apply the fastest, not necessarily who’s the best fit. And recruiters are left wading through an ocean of AI-assisted applications, unsure of where to start.
Hung thinks the future lies in AI-generated summaries—recruiters will no longer rely on CVs as the main source of truth. Instead, AI will pull information from various sources—LinkedIn profiles, GitHub repositories, even social media—and build a more holistic picture of the candidate. This would allow recruiters to focus on what matters: cultural fit and potential, not just qualifications on paper.
Perhaps the CV was never fit for purpose in the first place. So, should we go back to application forms, where every candidate submits the same data in the same format? Or should we embrace something completely new, like video CVs, where candidates can demonstrate their personality and communication skills alongside their qualifications?
Hung’s prediction is bold—he believes we’re heading towards a world where CVs will no longer matter. They’ll still exist, floating around like dead jellyfish in the ocean, but no one will care to read them. What will matter is a verified, AI-generated summary that combines multiple data points to create a profile far more accurate and detailed than any two-page document could ever hope to achieve.
So, What Can Recruiters Do?
As the traditional CV becomes less relevant and AI takes over more of the hiring process, recruiters need to adapt quickly. Here are five ways to stay ahead of the curve:
AI is already part of the recruitment process, so use it to your advantage. Tools that can filter applications, read CVs, and create candidate summaries can save time and improve accuracy. Look for AI solutions that help reduce bias and focus on skills, not just CV keywords.
CVs are just one data point. Take advantage of other available sources—LinkedIn profiles, GitHub repos, and social media presence. These give a more rounded picture of a candidate’s skills, personality, and potential cultural fit. Integrating multiple data points into your hiring decisions will result in more informed choices.
If you’re finding CVs too formulaic or AI-generated, introduce video applications into the process. They allow candidates to showcase their communication skills and personality, helping you assess not just what they’ve done, but who they are.
With AI tools enabling candidates to send out mass applications, be selective about the platforms you use. Consider advertising roles on niche or invite-only platforms to reduce the flood of irrelevant applications. Alternatively, use your own AI filters to manage the surge efficiently.
As the hiring process becomes more automated, candidates will appreciate meaningful human interaction. Offer feedback when possible, create personal touchpoints during the process, and ensure that your recruitment journey is human-centred, even if tech is doing the heavy lifting.