By Rob Hosking, Executive Director for Administrative and Customer Support, Robert Half
The resume had it all. Relevant experience. The right mix of technical skills. Proof of accomplishment. Every keyword from the job posting is in the perfect spot.
The candidate looked like the perfect fit.
But once the interview started, their story began to fall apart. They couldn’t explain how they used the tools they listed. Their examples lacked depth. Their answers felt scripted. They struggled to make eye contact.
As generative AI tools become more accessible, job seekers are utilizing them to craft keyword-focused resumes that easily pass screening software. These applicants quickly rise to the top of the candidate pool. However, when they enter an interview setting and the real conversation begins, they stumble.
It’s what many in talent acquisition are calling the resume illusion—a growing disconnect between what’s written and what’s real. And it’s leading to lost time, strained resources and interviews with candidates who aren’t the right fit.
For HR professionals, this means rethinking how resumes are evaluated—and how interviews are conducted. In the sections below, we’ll explore how to identify the disconnect early, ask more effective questions and establish a process that prevents AI-generated resumes from clouding judgment.
How AI-Written Resumes Are Changing Hiring
Uncover the truth with behavioral interviews and work simulations
One of the most effective ways to cut through the noise is by incorporating behavioral assessments and work simulations into the interview process. These questions require candidates to substantiate what’s listed on their resume by providing responses that focus on tangible results. Some questions to consider include:
Asking about past experiences—Tell me about a time you had to learn a new tool quickly to meet a deadline. What was the outcome?
Explore how they handle pressure—Describe a time when you managed competing priorities from multiple stakeholders.
Assess problem-solving—Can you provide an example of a process you improved or streamlined in your most recent role?
Test emotional resilience—Walk me through a time you received difficult feedback and how you handled it.
These types of questions require specificity. They reveal how a candidate collaborates, solves problems and takes ownership of their work. When AI tools have shaped the resume, these questions often expose the gaps.
You can also incorporate work simulations—short, role-specific exercises that mimic real job responsibilities. They don’t need to be complex to be effective:
Give a project coordinator a messy inbox—Ask them to create a prioritized task list with deadlines
Present a customer support challenge—Have them respond to a mock client complaint, focusing on tone and accuracy
Share a small dataset with a data analyst—Ask them to identify 2–3 key takeaways or anomalies
Ask an admin candidate to create a meeting recap—Ask them to draft a follow-up email with clear next steps
These aren’t about perfection—they’re about the process of how someone thinks, how they problem-solve and how they respond without time to script. Together, behavioral questions and work simulations help hiring teams see the real candidate.
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Soft skills still matter
Technical skills are easy to verify. You can confirm whether someone handled invoicing, reconciliations or used specific platforms.
But what separates good from great? Soft skills.
Think communication, accountability, flexibility—the ability to navigate conflict, prioritize and build trust across a team. These are the traits that keep projects moving and teams performing.
Culture fit and collaboration skills are also key traits of top performers. But here’s the challenge: AI-generated resumes are also getting better at mimicking those qualities. Try these strategies to find out if someone is a fit from a culture and collaboration standpoint:
Dig into their interpersonal approach—Ask how they handled a difficult teammate or conflict
Test adaptability—Ask how they’ve handled last-minute changes or shifting project scopes
Assess coachability—Ask how they responded to feedback that challenged their assumptions
Look for ownership—Ask what part of a project they’re most proud of and why
You’re not just verifying experience—you’re watching for authenticity, engagement and how they operate under pressure.
Nonverbal cues still matter
Nonverbal communication remains critical. Eye contact, active listening and thoughtful responses show engagement.
This is especially true in virtual interviews.
In one virtual interview, a candidate stared at another screen the entire time. No eye contact, no reaction. It was unnerving. I couldn’t tell if they were engaged. By the end, I thought, “I don’t think I could work with this person.”
How can you assess nonverbal cues?
Read their body language—Are they engaged, distracted or disinterested?
Watch for eye contact—Do they connect with you or avoid the camera?
Observe reactions—Are their responses thoughtful, rushed or oddly timed?
Presence matters. No resume—AI-generated or not—can mask a lack of genuine engagement.
Spotting AI tools in remote interviews
Candidates are also using AI tools in interviews, not just on resumes. Some rely on real-time AI software that listens to the interviewer and suggests responses—creating a live script to follow.
That can quickly go sideways.
In some instances, interviewers have had pop-ups display indicating the candidate on the other end is using this type of software. In those moments, it’s clear: you’re not talking to a person—you’re talking to their tech.
These clues can indicate someone is using software to generate responses to interview questions:
Look for shifts in tone or pace—A candidate may start comfortably, then speak in a monotone voice. Someone who rushes to respond may talk at a slower pace.
Watch for eye movement—Consistent glancing offscreen can signal reading from another window.
AI tools can be generational
Younger, tech-native professionals have grown up with digital tools. For many, using generative AI tools is second nature—in school, at work and now in job applications.
But that dependency has side effects. We’re seeing more professionals who aren’t comfortable with real-time communication, especially early-career candidates. Instead of learning to think and communicate authentically, they’re outsourcing their narrative to AI.
When it’s clear the candidate is relying on AI and struggling, the interviewer should step in and create space for a more natural exchange to get things back on track using these types of strategies:
Lower the pressure—“Take your time—I’m more interested in how you approached it than the exact outcome.”
Refocus the conversation—“Let’s pause. What part of that project was most challenging for you?”
Encourage open thinking—“No rush—feel free to talk me through your thought process.”
The best interviews create the conditions for real conversation. If you're looking for ways to guide the dialogue and uncover a candidate’s true potential, try using some of these interview questions to prompt more authentic responses.
Prioritize in-person interviews when possible
This isn’t always easy in a remote-first world, but it’s worth the effort when possible because in-person interviews make it harder to rely on outside tools or AI scripts. It’s much more challenging to fake expertise face-to-face. And you’ll get a clearer sense of how the person thinks, communicates and collaborates. This can be especially important once you reach the final round of interviews or if you are struggling to decide between two equally qualified candidates because you’ll gain a more authentic view of the candidate.
Reference checks: More important than ever
When a candidate reaches the final stage, the reference check becomes one of your most essential resources.
Too often, the reference check is reduced to employment verification—title, dates, eligibility for rehire. But that’s not enough. Ask more probing questions during reference checks, such as:
What kind of teammate were they?
How did they handle feedback or conflict?
Where did they shine—and where did they need support?
These conversations reveal insights no resume or interview can. And when you’re making high-stakes decisions, that perspective is invaluable.
Hire the human, not the AI
AI is changing how candidates present themselves—in resumes, interviews and beyond. However, no matter how advanced the tools become, the goal remains the same: to hire the right person for the job. In the end, remember, it’s not about who’s best at using AI to apply—it’s about hiring the right human for the job. Use these strategies and tips to do just that.
Bonus tips
DO:
Ask behavioral-based questions during interviews
Look for real-life examples to validate what's on resume
Prioritize soft skills like communication and collaboration
Use reference checks as behavioral validation
Consider in-person interviews or work simulations when possible
DON’T:
Rely solely on resume screening tools to provide the best candidate
Assume a well-written resume means real, related experience
Ignore red flags like failing to make eye contact or changes in delivery
Overlook nonverbal cues, especially in remote interviews
Skip reference checks or treat them as a formality
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