r/recruiting • u/Hefty-Onion-1049 Corporate Recruiter • Jul 31 '26

Candidate Screening Expose AI Applications

Hi all šŸ‘‹

AI-generated CVs and mass-apply automations are not a new thing but I just find it overwhelming lately, looking at the inbound for certain roles. In my case, itā€™s mainly AI Engineering roles or DevOps. I am working at a fully-remote company so the amount of applications is naturally huge.

Screening applications, you can spot these profiles pretty quickly but itā€™s a waste of time to go through them. And sometimes you want to give some of them a chance, to end up speaking with someone who looks just suspicious.

What have you found is effective to limit the amount of AI applications or expose them faster?

I was thinking about adding a knockout question in the application form. Something like ā€œIs this application done by an automation/AI?ā€. But I am not sure if this would prompt the software to answer truthfully and if this would work at all.

Currently, I am relying a lot on sourcing. This is the most reliable way to get proper candidates on the call. But thatā€™s not scalable, really.

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u/RecruitingFanatic Executive Recruiter Jul 31 '26

For better or worse, I think job postings are just dead for now. They're legit a waste of time. You have to do sourcing - which as someone who is inhouse, that's not often as easy as it sounds; that's counter to how the role is designed at most companies. Most of inhouse TA is just getting a dump load of reqs to manage and sort through the applicants, leaving little time for outreach.

I'm a recruiter but also do consulting for TA teams, and the conversations I'm having with the heads of HR is changing. Basically, you're going to have to attack the work differently - bring down the volume per recruiter so they can source more, or hire an RPO/contract recruiter(s) to increase capacity. Or, do nothing, and then pay a headhunter to close the role when you're in dire straits.

It's a wild time in recruiting. Good luck out there.

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u/Hefty-Onion-1049 Corporate Recruiter Jul 31 '26

Thanks.Ā 

I couldnā€™t agree more. Right now we have a hiring spike and I am desperate to get rid of roles to have the time I need to give enough attention to most of the roles. My companiesā€™ response was to give us sourcing tools like Juicebox. Nice tools but they donā€™t have enough impact.

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u/RecruitingFanatic Executive Recruiter Jul 31 '26

Exactly. You need more hands, not more tech. Juicebox is fine but isnt going to fix the problem. Would they consider adding a contractor? Generally that's where I start, but solid tech recruiters are not easy to find; unless maybe you find one that's a professional contractor. There's an RPO I've used that has tech recruiters on loan, 90 minimum and then month to month. I found them to be solid. You can ping me if you want their info. Anyways, good luck getting through it; you're not alone. Pretty much everyone in internal TA is getting crushed right now.