Generative artificial intelligence has fundamentally destabilized the traditional recruitment process, prompting businesses to abandon reliance on resumes and cover letters in favor of direct skills evaluation. With candidates able to produce infinite tailored applications at zero cost, the volume of job submissions has reached unprecedented levels, making it increasingly difficult for recruiters to identify qualified individuals based on paper credentials alone.
Barb Hyman, founder and CEO of Sapia.ai, described the resume as “broken,” arguing that employers are missing out on diverse talent by relying on an artifact that AI can now manipulate to fit any role. In the UK, graduate employers received an average of 140 applications per vacancy in 2025, the highest figure in three decades, according to data from the Institute of Student Employers.
Hyman advocates for skills-based hiring, a model that assesses candidates on their actual abilities rather than their employment history. She cited the example of a hairdresser applying for a contact center role; while their background may not appear relevant on a CV, their daily experience with empathy and problem-solving makes them an ideal candidate. This approach aims to uncover strengths that traditional application documents often conceal.
This shift is gaining traction across the industry. Research from Michael Page indicates that approximately two-thirds of UK organizations have adopted skills-based hiring practices as of 2026. Furthermore, nearly 60% of job seekers reported being more inclined to apply for positions defined by specific skills rather than formal qualifications or career trajectories.
James Broadhead, CTO of AI decision-making firm Taktile, noted that the nature of technical work has changed. AI tools can now generate a prototype in an afternoon that would previously have taken an engineer three weeks to build. Consequently, the critical differentiator is no longer just technical execution but the judgment to evaluate quality and the interpersonal skills to communicate effectively.
Broadhead explained that Taktile now prioritizes self-reflection and a willingness to challenge one’s own work. Given the rapid pace of AI model releases, the company also asks candidates what adjustments they have made to their AI tooling in the last three weeks to stay current.
Other firms are implementing hands-on assessments to gauge real-world performance. At the digital marketing agency PMG, graduate candidates participate in in-person practical exercises, team collaborations, and client brief simulations. Josh Krichefski, PMG’s EMEA president, stated that past experience does not guarantee future capability, emphasizing that practical challenges are necessary to observe how candidates actually interact and approach problems. He added that younger workers, particularly Gen Z, are often well-suited for this method because they possess fewer preconceived notions about traditional job structures.
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