AI Weekly Malaysia

CNBC reports that AI-generated resumes and cover letters are flooding hiring pipelines: U.K. graduate employers received an average of 140 applications per vacancy in 2025, the highest level in three decades, according to the Institute of Student Employers. Barb Hyman, London-based founder and CEO of recruitment platform Sapia.ai, calls the resume "broken" and argues skills rather than employment history will increasingly decide who gets hired, offering a hairdresser-to-contact-center example based on empathy, listening and problem-solving. The piece also notes AI can help hiring by surfacing candidates from different backgrounds and reducing human bias, but cites no outcome data for either claim.

Why: If you hire even one role, the 140-applications-per-vacancy figure means resume screening has stopped being a filter — AI-tailored CVs raise volume while lowering signal, so a small team should pick its real screen now (paid trial task, portfolio/code review, or structured skills assessment) instead of reading more resumes. The article offers no evidence that skills-based screening improves hiring outcomes, so treat Hyman's argument as a recruitment vendor's position, not a benchmark you can copy.