Artificial intelligence makes it easier for applicants to create flawless resumes and prepare convincing answers for interviews. However, for employers in the United Arab Emirates (UAE), this presents a new problem: how to determine if a candidate is genuinely capable of performing the job, or merely presenting themselves well on paper?
This concern is reflected in a new study conducted in the US, which indicates that 60 percent of hiring specialists face difficulties assessing candidates' actual abilities as AI becomes more widely integrated into the recruitment process.
According to the Workforce Decoded Report, the proportion of employers still struggling to understand how to effectively assess AI-related skills has doubled: from 16 percent in 2025 to 32 percent in 2026.
This issue is becoming increasingly relevant to the UAE labor market, where recruiters are forced to seek information beyond AI-generated applications to ascertain what candidates truly know and can deliver.
Consequently, employers are placing greater emphasis on practical assignments, examples of real past work, and candidates' ability to explain their problem-solving approach, subjecting demonstrations of candidate skills to more rigorous scrutiny than their resume claims.
Aws Ismail, co-founder of Onyx AI Solutions, noted that the complexity is partly due to hiring processes continuing to place too much weight on written applications. He stated: 'Candidates are now using AI to write better applications, so the resume itself says less than it used to. Employers who are still screening based on paper will face difficulties. Employers who have updated their methods of evaluating people find it easier.'
In his view, AI can also help employers find talent that might otherwise be overlooked, especially within the international workforce, such as in the UAE, where applicants may not be strong writers or apply in a second language. Ismail added: 'Many capable people have been missed because they are not strong writers or apply in their second language. In an international market like the UAE, there is a lot of talent. AI helps them demonstrate what they can actually do.'
Nickie Wilson, CEO of Genie Recruitment in the UAE, believes that theoretically, AI should simplify the identification of candidate skills, but its use by applicants has complicated this process. She noted: 'The problem is that candidates are also using it to optimize their resumes, which makes it difficult to separate genuine experience and ability from a well-written application.'
Some companies are introducing practical tasks to test candidates' abilities, but even these assessments are not immune to AI assistance. Wilson stressed that recruiters need to look beyond the final answer to understand how the candidate arrived at it. She also warned against replacing professional judgment with automated pre-screening, especially when AI-generated applications begin to look increasingly similar.
Wilson expressed concern that without human judgment, there is a risk of selecting candidates who are best at using AI for self-presentation rather than those best prepared to perform the job. She added that this increases the value of traditional recruiting skills, including direct conversations, targeted searching, and detailed knowledge of candidates' track records. 'A resume can attract attention, but the recruiter must establish what this person has actually delivered.'
For Nisha Nair, HR Manager at Innovations Global, the solution lies in shifting towards a more evidence-based and competency-focused approach that tests candidates' real capabilities rather than relying primarily on qualifications and titles. She reported that employers are increasing the focus on practical assignments, scenario-based interviews, technical assessments, structured questions, and verifying candidates' experience and achievements.
Nair emphasized that for leadership and specialized roles, it is particularly important to understand how candidates handled real business problems, made decisions, and contributed to measurable results. She added that recruitment must determine whether candidates possess the necessary skills, judgment, and adaptability for success in the role.
Acknowledging that AI can help qualified candidates present their experience more effectively, find suitable opportunities, and prepare for interviews, Nair also noted that it can assist candidates with limited relevant experience in creating compelling applications, potentially widening the gap between perceived competence and actual ability. 'The problem is not the use of AI per se, but whether the presented information reflects the candidate's own skills, experience, and contribution.'
Ismail concluded that AI can help solve this problem if it is used to evaluate applicants, rather than just to enhance their applications. At Onyx, he noted that AI-based interviews allow recruiters to engage with candidates, ask follow-up questions, and assess answers according to job requirements. 'You can use AI to write about a skill. You cannot use it to fake it in a live conversation.'