For a long time, submitting an application carried a cost: time, reflection, and at least some effort. Generative AI has removed this friction, and recruiters are now paying the price.
In a recent survey, the staffing firm Robert Half indicates that 67% of French recruitment leaders report longer hiring timelines due to AI-generated applications.
The problem isn’t just about volume.
According to the study, conducted with 1,000 employees and 500 recruitment leaders in France, 36% of recruiters struggle to distinguish an AI-generated CV from an authentic one. And 22% note a rise in unqualified applications. This homogenization slows down the evaluation, making it more costly for employers already under pressure.
The recruiters are adapting their methods.
A quarter of them (24%) report needing in-person interviews or additional steps to validate skills and experience. About one in five (18%) devote more time to reference checks, with the candidate’s consent.
The interview, preferably in person, is once again the decisive test, including for assessing soft skills such as communication.
Candidates Have Become Heavy Users
On the candidates’ side, usage is well established.
43% of the professionals surveyed use AI to rework their CVs and 40% to prepare their interview responses. They are also a third (33%) to research companies, 32% to spot keywords in a job offer, and 31% to tailor CVs and cover letters.
Robert Half does not advocate abstinence. Its recommendation is to use AI as a preparation tool but not as a substitute for one’s own expertise.
“As applications become easier to create and optimize, interviews and practical tests take on renewed importance to verify what lies behind a CV. The ability to demonstrate expertise and to deliver real value thus becomes crucial in recruitment decisions,” comments Matthieu Imbert-Bouchard, CEO of Robert Half France.
