We are posting job openings for our operational seats and receiving hundreds of highly polished, AI-generated applications, making it impossible to tell who is actually qualified. How do we redesign our recruiting process to filter out the noise and find people who truly fit our culture?

Question

Tyler Smith · Accepted Answer

The flood of AI-optimized resumes is a major operational headache for growing companies. Traditional keyword filters no longer work because candidates use AI to write the perfect resume for your job description. You must change the rules of the game to test for real capability and core values alignment. Instead of starting with a resume review, introduce a unique, mandatory application step that AI cannot easily fake. For example, require candidates to submit a short video answering a specific operational question, or have them complete a brief, practical work sample that tests their actual problem-solving process. Use AI internally to screen these work samples for original thinking rather than generic templates. If an applicant uses a cookie-cutter AI response to solve your test, discard their application immediately. Once you filter down to the candidates who demonstrate real capability, focus the human interview process entirely on core values alignment and whether they GWC™ the seat. You cannot test for core values through an online form. By using practical tests to filter out the automated applications early, your leadership team spends their valuable time interviewing real, high-quality candidates who fit your culture.