AI in Recruitment – 5 Tips from Tech Hiring Experts

There’s no denying that AI is now playing a significant role in recruitment. At Spectrum IT Recruitment, we’re seeing clear changes in how candidates approach job searching and how employers assess talent. Candidates are increasingly using AI tools to streamline CVs and prepare for interviews, while recruiters are adopting automation to speed up and support the hiring process. With the rise of chatbots like ChatGPT, CV scanners and Applicant Tracking Systems (ATS), and automated technical tests, IT recruitment is undergoing a noticeable transformation.

Both job searching and hiring are being reshaped in this AI-driven landscape, bringing with them clear benefits as well as some challenges. Below, we take an honest look at the good, the bad, and the ugly of using AI in the job search process, alongside practical advice from our recruitment experts.

Refining CVs

With the widespread use of CV scanners and ATS software, designed to filter applications before they reach hiring managers, candidates can find it harder to progress. These systems rely heavily on keywords linked to the role. AI can help identify these keywords, but it must be used carefully.

• The good - A CV should present you accurately and effectively. Relevant keywords can improve visibility, but only if they genuinely reflect your skills and experience. AI can help highlight appropriate terminology, but it is no substitute for substance. Only include keywords that are authentic and that you can confidently discuss in an interview.
  
  
• The bad - Overloading a CV with keywords and excessive detail can be just as harmful as providing too little information. AI can generate large volumes of content, but it is up to you to refine this into a concise, readable document. Recruiters often review high volumes of applications and will not have time to sift through unnecessary detail.
  
  
• The ugly - We’ve seen cases where candidates add keywords in white font to bypass scanning tools. While this may trick an ATS, it quickly becomes obvious to recruiters and highlights a lack of authenticity. Inflated or irrelevant skills will prevent your application from progressing.

Recruiter tip: Only include keywords that reflect skills you can demonstrate during interviews or technical testing.

Preparing for interviews

Interviews can be challenging, and preparation is essential. AI can support interview preparation, but it should not be used to replace your own thinking or experience.

• The good - AI tools can help you research the role, the company, and relevant industry trends. Tools like Google’s Interview Warmup allow you to practise answering questions and gain insight into your responses. Where possible, practise with a recruiter or peer. After all, it is a person who will be interviewing you, not a machine.
  
  
• The bad  - Relying on AI to generate scripted answers to interview questions often results in responses that sound generic and rehearsed. Hiring managers are experienced at spotting inauthentic answers and can usually tell when response does not genuinely reflect a candidate’s experience.
  
  
• The ugly - With virtual interviews, there can be a temptation to use AI in real time to generate answers. This is risky. Not only does it distract you from the conversation, but it can also lead you to claim knowledge you do not actually have. This is particularly problematic for technical questions.

Recruiter tip: Use AI to practise and prepare, but never as a substitute for genuine experience and understanding.

Taking technical tests

Technical assessments are a common part of tech recruitment, helping employers evaluate problem-solving ability and role-specific skills. However, take-home tests now come with increased risk of AI misuse.

• The good - Technical tests are an opportunity to demonstrate your real abilities. Speak to your recruiter about the topics likely to be covered so you can refresh areas you have not worked with recently. AI can support revision and skill review, but the work you submit should always be your own. Take your time, stay calm, and showcase both your technical skills and your approach to problem-solving.
  
  
• The bad - Technical tests are often used as a benchmark, especially when teams hiring have completed the same assessments themselves. Refusing to complete them usually results in removal from the process. This reinforces why CVs must accurately reflect your abilities. You need to be able to deliver on what you claim.
  
  
• The ugly - Using AI to complete technical tests misrepresents your skill level and can cause serious issues later. Many employers now use testing platforms that monitor screen activity to ensure candidates complete assessments independently. Misuse of AI at this stage can damage trust and jeopardise offers.

Recruiter tip: Use AI to build awareness and confidence, not as a shortcut. Focus on demonstrating how you think and solve problems.

Finding the right balance

AI is here to stay. It has a role in recruitment, but it is not a replacement for skill, integrity, or human connection.

When used thoughtfully, AI can support and enhance your job search. The key is balance. Use it as a tool without compromising authenticity. Ultimately, it is your unique combination of skills, experience, attitude, and personality that makes the difference in securing the right role.

Want expert support in an AI-driven hiring market?

Our team is here to support you in your job search, with interview coaching, free resources like CV checklists, and advice on how to utilise AI (and when not to). Find out more about how we work with candidates and speak with our specialist recruiters, today.