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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minuteCheck every factual claim in an AI-assisted résumé, cover letter, profile, or personal statement against your own records and experience before sending it. AI can produce polished wording that is inaccurate, outdated, exaggerated, or invented; proofreading for grammar alone will not catch those problems. You remain responsible for what your application says, as University of Victoria Career Services cautions.
Start with evidence, not the AI draft
Gather the materials you can use to verify your application: your original résumé or CV, employment and education dates, credential records, project notes, and relevant work samples or performance records. Keep the job posting nearby, too. The AI draft is not evidence that a claim is true; career guidance from the New Zealand Government’s Tahatū Career Navigator, University of Victoria, and the University of Iowa Pomerantz Career Center emphasizes using real experience and checking AI suggestions.
Audit each factual claim
Read sentence by sentence and mark anything a recruiter could reasonably take as a factual statement. Check more than job titles and dates: responsibilities, tools, methods, skill levels, credentials, team or budget size, and results all count. AI can introduce skills, duties, accomplishments, or experience you did not provide, and it can exaggerate what you did.
For every marked claim, ask: Did I do this? When and where? Was this my responsibility, or did I contribute to a team effort? Can I document it or describe it accurately? If a number appears, do I know how it was measured and whether it reflects my contribution?
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- Keep a claim when you can support its wording and scope.
- Narrow it when the draft overstates your ownership, authority, proficiency, or contribution.
- Remove or rewrite it when it is invented or cannot be verified. Replace an unsupported metric with a truthful description, or omit it.
These sample claims show how to apply that test; they are illustrative prompts, not claims about a real applicant.
| Draft claim | Evidence to check | What to do |
|---|---|---|
| “Led a team of 12” | Were you the named lead? Did you supervise all 12 people, or coordinate a project group? | Keep only the precise responsibility you can explain. |
| “Increased sales by 35%” | Is there a report or reliable calculation for the figure? Does it describe your contribution? | Keep it with context if verified; otherwise remove the number or describe the result without inventing one. |
| “Expert in Python” | What work demonstrates that level, and can you discuss it in an interview? | Use a defensible description of your proficiency or omit the claim. |
| “Managed a $500K budget” | Did you own the budget or support the person who did? | Describe your actual authority and scope. |
Match the job posting without borrowing its qualifications
AI can help identify relevant language in a job ad, but the wording of the posting is not proof that you have the qualification. Include a keyword only when it accurately describes your skills or experience. If you lack a requirement, treat it as a gap to address honestly rather than adding it to your work history. Tahatū recommends matching relevant keywords while checking for accuracy and exaggeration; the University of Victoria also advises reviewing AI-generated résumé keywords and competencies.
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Verify employer details and polish the language separately
Check current, employer-specific information
Confirm the company name, products, mission statements, role requirements, and application instructions against the employer’s current posting or website. AI information can be outdated. The University of Victoria and the University of Iowa Pomerantz Career Center both recommend checking employer or job information against trusted sources.
Make a separate proofreading pass
After checking facts, review spelling, punctuation, grammar, dates, acronyms, and consistent formatting. Check that the terms, spelling, and tone fit your region and industry; AI may use language that sounds unnatural in your context. The University of Victoria notes that AI can miss grammar errors, while Tahatū warns about mismatched local terms, tone, or spelling.
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Read it as an interviewer, then ask for a human review
For every example or accomplishment, consider whether you could comfortably explain the situation, your individual contribution, and the result in a live interview. If the wording sounds impressive but is not yours, or you cannot substantiate it, change or remove it. The UC Davis Career Center advises that application materials should be based on your own experiences and warns against submitting AI-generated content without review. College Board Careers likewise emphasizes authentic representation of your experience and skills.
Ask a trusted friend, mentor, or career adviser to flag unclear wording, typos, and claims that do not represent you accurately. A second reader can improve clarity, but you still need to confirm the facts; the reviewer may not know what you actually did. Tahatū recommends this kind of human review.
Protect personal information when using an AI checker
Before uploading a résumé or application to an AI service, remove personal identifiers where practical and review the service’s privacy terms. UC Davis identifies your name, phone number, email, home address, and student ID as examples to redact, and cautions that platforms handle submissions differently. You can often ask for feedback on a version with those details removed.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Follow the employer’s actual instructions on AI use
Do not assume there is one disclosure rule for every job, employer, or jurisdiction. The guidance cited here does not establish a universal requirement to disclose AI assistance. Follow the application posting, employer instructions, and any applicable institutional policies. University-specific academic-integrity rules apply to their student contexts, not automatically to every job applicant.
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