Executive Journey
One year on – From CEO to Executive Recruiter
As a CEO, I was recruited. As a Non-Executive Director, I helped recruit CEOs. Now, one year into my time
October 8, 2025
Artificial intelligence has transformed recruitment at extraordinary speed. Candidates can now generate polished resumes, tailored cover letters, optimised LinkedIn profiles, and even interview responses within minutes using AI-powered tools. For employers, this has created both opportunity and risk.
While AI has streamlined application processes and increased access to talent, it has also made it significantly harder to identify genuine capability. Recruiters and organisations are now facing an influx of applications that look impressive on paper but often fail to reflect the real person behind the profile.
The reality is simple: recruitment has entered a new era where traditional hiring methods are no longer enough.
At OnTalent, we recognise this shift and have designed a recruitment methodology specifically built to navigate the complexities of the modern talent market – combining technology, behavioural insight, rigorous validation and human expertise to identify high-performing candidates authentically and confidently.
The Rise of AI-Generated Applications
Employers are also seeing a sharp increase in AI-generated resumes and applications. Candidates are using AI tools to tailor documents directly against position descriptions, optimise keyword matching, and present themselves as ideal applicants.
The problem is that many applications are beginning to look identical.
Recruiters are reporting repeated language, generic competency statements, and overly polished responses that make it increasingly difficult to differentiate genuine talent from AI-assisted content. In many cases, applications accurately reflect what a company wants to hear – but not necessarily the candidate’s real world capability.
Australian organisations are already feeling the impact. More than 80% of businesses report receiving AI-generated resumes containing exaggerated achievements, inaccurate information, or claims that cannot be validated. Globally, studies suggest over 70% of recruiters have encountered misleading or fabricated applications enhanced through AI.
Industry forecasts indicate this challenge will intensify. Gartner predicts that by 2028, one in four candidate profiles globally could be fake or materially misleading due to AI-generated content, deepfake technology, and synthetic identities. For employers, the consequences can be significant:
In a market where candidates can generate “perfect” applications in minutes, organisations need recruitment processes capable of uncovering the reality behind the resume.
Historically, recruitment has focused heavily on resumes, qualifications, and interviews. In today’s AI-driven environment, these methods alone no longer provide sufficient confidence. A candidate can now use AI to:
What AI cannot reliably replicate, however, is authentic behaviour, emotional intelligence, resilience, communication style, and cultural alignment.
These are the qualities that determine long-term success within organisations. That is why modern recruitment requires deeper evaluation beyond technical credentials alone.
At OnTalent, we believe successful hiring decisions come from understanding not only what a candidate has done, but how they operate, communicate, adapt, and contribute within real workplace environments.
In response to the evolving recruitment landscape, OnTalent has developed a meticulous eight-stage recruitment methodology designed to minimise hiring risk while maximising candidate quality and cultural alignment.
Rather than relying on surface-level application screening, our process is built to validate capability, behaviour, and long-term fit at every stage.
We begin by partnering closely with clients to clarify role requirements, align expectations, and develop a compelling success profile that defines both technical capability and behavioural fit.
Our recruitment strategy engages the market dynamically and strategically — targeting active, passive, and hard-to-reach talent through tailored market engagement rather than relying solely on inbound applications.
Every candidate is carefully evaluated through a structured evidence based process designed to , assess communication, motivation, behavioural alignment, and suitability throughout the recruitment journey. In an environment where AI-generated applications and embellished resumes are increasingly common, our assessment process goes beyond what is presented on paper.
We balance technical capability with cultural fit, market insight, and long-term organisational alignment to identify the candidates most likely to succeed.
Our interview frameworks are intentionally structured to uncover authentic capability, critical thinking, communication style, and behavioural tendencies — not rehearsed or AI-generated responses.
In an era of AI-enhanced applications, rigorous validation is essential. OnTalent conducts comprehensive reference checks, psychometric assessments, and probity checks to ensure accuracy and reduce hiring risk.
We manage the offer and negotiation process carefully to create mutually beneficial outcomes for both clients and candidates, improving acceptance and retention outcomes.
Our involvement continues beyond placement. Through structured onboarding support and 90-day coaching, we help accelerate integration, performance, and long-term success.
Ironically, as recruitment becomes more influenced by AI, human insight is becoming more valuable than ever. Technology can support efficiency, but it cannot replace nuanced judgement, behavioural understanding or authentic human connection. Organisations that rely too heavily on automated screening processes risk overlooking exceptional candidates -or hiring individuals whose capabilities do not align with their presentation.
That is why leading organisations are shifting back toward more rigorous, human-centred hiring approaches that include:
At OnTalent, these practices are embedded into every recruitment engagement because we understand that successful hiring is about far more than matching keywords on a resume.
Artificial intelligence is now a permanent part of the recruitment landscape, and when used appropriately, it can improve efficiency and enhance candidate engagement.
However, AI has also fundamentally changed how employers must evaluate talent. The organisations that will succeed in the future are those that combine technology with robust human assessment, behavioural insight and rigorous validation processes.
At OnTalent, we understand both the opportunities and the risks AI presents to recruitment. Our methodology has been purpose-built to help organisations confidently navigate this new environment – identifying candidates who not only look capable on paper, but who can genuinely perform, contribute and succeed in the real world.
Natasha Olsson-Seeto is the Chief Executive and co-founder of OnTalent. She has over two decades of expertise in this field and has been responsible for the acquisition of many executive hiring decisions over this period.
OnTalent is a full-service talent advisory business.
Executive & Interim Recruitment | Career Transition & Outplacement | Executive Coaching | Leadership Development.
Phone: 07 3305 5800 Email: [email protected]
As a CEO, I was recruited. As a Non-Executive Director, I helped recruit CEOs. Now, one year into my time
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Artificial intelligence has transformed recruitment at extraordinary speed. Candidates can now generate polished resumes, tailored cover letters, optimised LinkedIn profiles,
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