The Risks of Over-Relying on AI in Hiring: Why Authenticity Still Wins

Written By: Brayden Fredrickson

In the building materials and home improvement industries, relationships and trust are at the heart of every successful business. Recently, we have noticed a trend that is concerning both as recruiters and as advocates for strong hiring practices. Many candidates are now using artificial intelligence tools to create resumes and cover letters that do not truly reflect who they are. While these tools can certainly be helpful, relying on them too heavily can actually hurt a candidate’s chances of making the right first impression.

It is often clear when a resume or cover letter has been written entirely by AI. These documents can come across as overly polished and generic, missing the details that make a candidate’s experience unique. They can also give the impression that the candidate is looking for ways to cut corners or save time instead of putting in the effort to present themselves thoughtfully. When a hiring manager reads something that feels impersonal or disconnected, it can raise questions about the candidate’s work ethic and whether that same mindset would carry over into their job performance. Cover letters in particular are meant to show personality and genuine enthusiasm. If they sound like they were generated by a computer, they rarely accomplish that.

Candidates might also feel justified in using AI because many employers and hiring managers now use AI-powered tools to screen resumes for specific keywords. They worry that if they do not optimize their resumes with the right language, they will never make it past the first round. This creates a strange dynamic where AI is often writing applications and AI is also reviewing them, leaving humans on both sides of the process with less control. It can feel like a tug-of-war. But even in this new reality, authenticity still matters. Both candidates and hiring managers should think carefully about how they use AI, because it does leave an impression. Candidates who rely solely on AI risk sounding robotic, and employers who overuse AI in screening risk missing out on great people.

Specifically in our industry, building and maintaining relationships is everything. Dealers, distributors, builders, and customers all value real connections. When you rely on AI to do all the work, you lose the chance to present your true self. This does not mean you cannot use AI at all. It can be a great tool for proofreading, tightening up formatting, or helping you brainstorm ideas. But the effort you put into writing your own resume and cover letter will always come through, and hiring managers notice that. They want people who go the extra mile and take pride in their work, not those who appear to be focused only on speed or convenience.Hiring managers and clients should also be mindful of this trend. A resume or cover letter created by AI can look impressive at first glance, but it may not give you an accurate sense of the candidate’s actual abilities or communication style. When interviewing, ask open-ended questions that allow candidates to expand on what is written on paper. This will help you determine whether the individual aligns with your company’s culture and values. Those are qualities no software can manufacture.

At BRIX, we believe technology should enhance the hiring process, not replace the human element that makes great teams possible. Candidates who put in the effort to present themselves authentically stand out. Clients who value those authentic connections will build stronger teams in the long run. AI is here to stay, but when it comes to hiring, authenticity is what gets people hired and what creates lasting success. If you are a candidate, take the time to show who you really are. If you are a hiring manager, look beyond automation to find the people who will truly strengthen your business.