Hiring managers are encountering an increasing number of AI-generated applications as AI tools become more advanced.

While 75% of hiring managers say AI has helped them identify stronger candidates, 74% have come across AI-generated resumes and cover letters.

This is according to online career resources platform Resume Genius, which released findings from its 2025 AI Impact on Hiring Survey, which polled 1,000 full-time US employees to understand how AI is transforming recruitment.

One of the most disturbing findings from the research shows that nearly one in five (17%) hiring managers reported encountering candidates using deepfake technology during video interviews.

More commonly, candidates are seeing AI generated resumes and cover letters (47%), creative work or portfolio projects (35%), user profiles (33%), with some even using AI to cheat on online skills assessments (29%).

“Why would someone use AI to fake an interview?” Eva Chan, career expert at Resume Genius said. “Our guess is that it’s about beating the system. Some candidates may see AI tools as a way to get past automated screening, appear more polished, or even have someone else take the interview for them.

“Others might feel pressured to present an ‘ideal’ version of themselves to overcome hiring biases. Whatever the reason, AI is making it more difficult than ever for employers to know who’s really behind an application.”

Younger hiring managers appear to be the best at spotting AI being used in a job application.

Forty-six percent of Gen Z hiring managers have caught candidates using AI to cheat on assessments, compared to 32% of Millennials, 26% of Gen X, and 18% of Boomers.

Using AI In Hiring 

According to the survey, 76% of hiring managers say AI is making it harder to determine if candidates are authentic, raising concerns about AI-generated applications and deepfake technology in recruitment.

Despite these challenges, AI is widely viewed as an asset in the hiring process, as 78% report that AI makes hiring faster and more efficient, with 75% saying that the technology helps them identify stronger candidates.

About seven in ten (71%) agree AI can reduce bias and improve diversity in hiring, though 58% are concerned about AI-generated applications.

One in three (31%) don’t believe AI will significantly impact hiring at all.

Concerns about candidate authenticity through AI-assisted applications have risen from 53% in the company’s survey from last year.

This also has a generational split, with 79% of Millennials most likely to believe AI promotes diversity, and 83% believing in the tech’s ability to speed up hiring.

GenZ (62%) and Baby Boomers (63%), however, are the most concerned about AI-generated applications.

When it comes to how hiring managers use AI, nearly half (48%) use AI to screen resumes and job applications before a human review.

Forty-six percent rely on AI to match candidates to job roles based on skills, and 30% use AI to automate initial candidate outreach and communication.

A further 30% are using AI to reduce bias in their hiring decisions, while one in five (19%) use AI-assisted video interviews to assess candidates.

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AI Skills Sought After

While more and more CVs are generated by AI and screened by AI, when it comes to the content, AI is also playing a central role.

About four in five (81%) hiring managers now prioritise job candidates who have AI-related skills, with Gen Z hiring managers ranking AI proficiency as their top hiring factor.

Among the 1,000 hiring managers surveyed, 19% said they are not prioritising AI-related skills.

Most sought after skills include: using AI tools like ChatGPT, MidJourney, and automation software (36%); problem-solving and critical thinking skills for AI-related challenges (35%); understanding and applying ethical AI use (33%); and integrating AI into workflows or systems (31%).

“Ten years ago, Excel was a marketable skill that gave many job seekers an advantage over others vying for the same role. Now, it’s knowing how to creatively use AI,” said Scott.

“Being comfortable with tools like ChatGPT, MidJourney, and automation software isn’t just a novelty — it’s something many hiring managers expect.

“They’re looking for candidates who can go beyond the basics and actually use AI to speed up processes and create more impactful work. Candidates who can demonstrate they know how to use AI effectively, whether for problem-solving, creativity, or workflow automation, stand out in today’s job market.”