Author: Fritz

I’ll start by saying I’m very against the idea of any HR or recruitment team using AI too much, even if I’m starting to look like the minority on that front. I know AI can make the whole hiring process a lot faster, but no company should trust a bot to make staffing decisions on its behalf.

That also applies to basing your entire judgement of a person around whether or not they ended up with a high “AI-generated score” when you put their work assignment, resume/CV or cover letter through an AI detection platform.

You definitely need to know if an AI tool is fabricating details about a candidate, or doing all the work you’re supposed to be evaluating them on in the background, but you need to be cautious too. Act too accusatory, and you could end up driving perfectly good talent away.

Continue reading “Best AI Detector for Recruiters: 4 Tools You Can Trust When You’re Growing Your Team”

At this point, I’ve used a lot of AI detectors. Sometimes out of curiosity, to test how trustworthy they really are, and sometimes out of necessity. I’ve tried them out from the perspective of a publisher, looking for generic AI slop before I post something, as well as from the perspective of a teacher, and a recruiter. Looking at them from the lens of a law firm has probably been the trickiest.

The problem with the kind of text law firms generate every day is that it’s already a bit machine-like, if you think about it. Contracts are supposed to be repetitive. Briefs are formal. Summaries follow a specific structure. Even the language is packed with jargon. It’s easy for AI detectors to see all those things and assume a GPT got involved.

I think firms looking for help with checking AI content need something very specific. Accuracy is still important, but you’re also looking for a system that understands the kind of content they’re creating isn’t going to be the same as something you’d see on a blog.

Continue reading “Best AI Detector for Law Firms: The Tools I’d Trust With Legal Text”

I’ll be the first to admit that AI can be helpful. I still hate a lot about today’s AI-centric culture though. It’s starting to make people lazy, particularly when it comes to creating content, which is obviously something I take quite seriously.

Of course, there’s some AI-generated content that’s more dangerous than others. You might roll your eyes at a blog post with ChatGPT’s influence splashed all over it, but publishing it probably won’t affect much beyond your reputation, and maybe your ranking potential.

Hiring a person based on an AI-generated resume is a totally different matter, and one that’s becoming more serious, now that about 90% of teams say they’ve received an increasing amount of low-effort and spammy applications thanks to AI.

You could recruit a team member based on a totally fabricated story (and an incomplete list of skills) if you miss evidence of AI in an application. You could also cost someone their career if you assume a resume is machine-written and get it wrong. It’s a thin line.

Continue reading “Best AI Resume Scanners: 4 Tools I’d Use to Catch AI-Written Applications in 2026”