AI Resumes vs. Real Talent: Spotting Authentic Candidates

Warehouse hiring systems are being overwhelmed by AI-enhanced resume submissions. While sophisticated on the surface, they can be deceptive and hard to detect. The Financial Times reports that about half of job applicants use AI tools to craft resumes and cover letters.¹ While AI can be a great tool, it has more than doubled the number of candidates per job, with many low-quality submissions.  

These enhanced applications contain perfect keyword matches, flawless formatting, and hidden skill gaps that may only surface after hiring decisions are made. As an employer, hiring manager, or recruiter, you might celebrate when your systems offer numerous candidates. The question is, “Are they all qualified?” 

Don’t let the algorithms lead the process. In this article, we’ll help you avoid interviews with candidates who may sound impressive on paper but lack the practical skills needed in a warehouse. Understanding how hiring automation can be both a powerful and risky tool will help you avoid costly mis-hires and maintain strong business performance. 

How AI Tools Game Traditional Hiring Systems 

Modern AI platforms have become powerful enough to transform basic work histories and experiences into compelling narratives. These tools analyze job postings, which allows them to generate near-perfect descriptions, skill lists, achievements, and even interests that match job requirements—and bypass standard screening filters.  

When candidates without relevant warehouse experience present applications that appear highly qualified, this creates serious risks. Will they be able to maintain safety and compliance? Are you at risk of losing productivity, clients, or your reputation?  

A study from the National Bureau of Economic Research found that applicants with assisted resumes are 8 percent more likely to be hired for a job—and can even be offered 10 percent more than those without AI help.²  

Artificial intelligence is an excellent tool for job seekers in finding work. However, it can also be used to present false credibility, which can trick employers into hiring candidates who are not fully qualified for the job. 

False Qualifications and Keyword Stuffing 

The truth is that AI-enhanced resumes excel at adding relevant keywords that applicant tracking systems prioritize. Candidates today can easily learn the technical terms, software names, or industry buzzwords at the click of a button—regardless of their actual familiarity with these concepts. In fact, 72 percent of recruiters are already receiving fake resumes, credentials, and portfolios, according to StudyFinds.³  

This keyword optimization can create false matches that waste interview time while genuine candidates with authentic experience and commitment are filtered out for using less relevant terminology.  

For example, skills sections can be particularly vulnerable to AI enhancement. Some candidates may elaborate on their experiences or list competencies they never actually applied at work. These fabricated skill sets often include specific warehouse management systems, safety certifications, or technical abilities that sound impressive but don’t reflect real-world experience. 

What This Means for Your Hiring Process 

The disconnect between AI-enhanced applications and actual candidate abilities creates frustrating interview experiences. You might spend time with seemingly perfect candidates only to discover their qualifications exist mainly on paper.  

This is where reference checks become more critical, as they can verify whether their previous employers recognize the roles, descriptions, and skills they presented on their resume.  

The Cost of AI-Influenced Mis-Hires 

Workers who secure positions through enhanced applications often underperform. Their actual capabilities simply won’t match their qualifications. However, this can still create productivity gaps and affect your team, especially during demanding periods.  

Poor performance and team frustration increase when workers aren’t truly qualified for their roles. This can be costly as you need to restart the hiring cycle and potentially disrupt operations.  

How Can You Spot Authentic Talent? 

So, how can you distinguish genuine applicants from those with AI-assisted and inflated resumes?  

Practical Skills Assessments  

These assessments reveal the actual capabilities of a candidate—one that AI tools can’t fabricate. Giving simple tasks relevant to warehouse functions or presenting real-world experience can expose gaps in qualifications and real abilities.  

Behavioral Interviewing Techniques  

Focus on specific examples rather than prepared responses. When candidates describe actual situations they’ve handled, authentic experiences become apparent, while fabricated backgrounds fall apart under detailed questioning. 

Read more: Beyond Resumes: How Staffing Agencies Match Candidates to Your Company Culture 

Technology That Reveals Truth 

When you partner with us, our JobView360° solution helps solve high turnover rates in warehouse positions by providing candidates with an immersive and realistic view of the job before they start. It creates a “reality check” for candidates who may or may not have used AI to inflate their qualifications. 

The job preview can: 

• Reveal Mismatched Expectations – candidates who used AI to craft applications for roles they don’t truly understand will see the realistic job preview and self-select out. 

• Reduce Mis-Hire Turnover – even if an AI-enhanced candidate gets hired, they’ll have realistic expectations about the job, so they’re less likely to quit immediately when reality hits. 

• Filter for Genuine Interest – candidates who proceed after seeing the realistic preview are more likely to be genuinely committed, regardless of how their resume was created. 

Video interviewing capabilities help assess communication skills and genuine enthusiasm that AI-generated applications can’t convey. Real-time conversations expose preparation gaps while revealing personality traits essential for warehouse team success. 

Read more about JobView360° and the Turnover Dashboard in our Market Risks & Hiring Efficiency Report. 

Build hiring confidence in the AI era with The Job Center. 

In reality, job applicants are simply seeking opportunities—even at the expense of over-qualifying themselves to boost applications. Our authentic assessment strategies can help protect both applicants and your operations from the false confidence AI-enhanced applicants create. At the same time, we can identify genuine talent that can bring success to your organization.  

Ready to protect your hiring process from AI manipulation while identifying authentic warehouse talent? The Job Center Staffing provides comprehensive staffing solutions that focus on finding genuine candidates who will succeed long-term in your business. 

See how The Job Center prevents AI resume risks—explore our JobView360° solution today. 

References 

1. “Jobhunters flood recruiters with AI-generated CVs.” Financial Times, https://www.ft.com/content/30a032dd-bdaa-4aee-bc51-754867abbde0. 5 Sep. 2025. 
2. Wiles, Emma et al. “Algorithmic writing assistance on jobseekers’ resumes increases hires.” National Bureau of Economic Research, Oct. 2023, https://www.nber.org/system/files/working_papers/w30886/w30886.pdf 
3. Fink, Steve. “From Deepfake Interviews To Fake Resumes, AI Job Fraud Hits 72% Of Recruiters.” StudyFinds, 29 Aug. 2025, https://studyfinds.org/deepfake-interviews-fake-resumes-ai-job-fraud-recruiters.