Application review
How to check a cover letter for AI signals
An AI detector cannot prove who wrote a cover letter. Use its output only to decide which passage or claim needs closer review. Never reject a candidate automatically because of one score.
Direct answer: four careful checks
- Check the extraction first. Prefer the original PDF or DOCX. Confirm that headings, paragraphs and words were extracted in the correct reading order.
- Read the signal as triage. Review enough continuous prose. A greeting, bullet list or standard closing contains too little writing style for a consequential conclusion.
- Compare concrete claims. Check projects, skills, dates and results against the CV, portfolio and role criteria. Polished writing proves neither competence nor deception.
- Ask one consistent follow-up. Ask each candidate to explain a relevant claim: what was the situation, what did they personally do and what measurable result followed?
NHS Employers warns that there is no certain detection method and advises employers to consider all factors. The practical next step is therefore a conversation or job-relevant assessment, not automatic exclusion.
What a score cannot establish
- whether the candidate used AI for ideas, translation, editing or the entire letter;
- whether specific experience and achievements are true;
- whether the candidate has the required knowledge and skills;
- whether rejection would be lawful, fair or proportionate.
Formal, translated and heavily edited human writing can resemble model output. Edited AI text can also receive a low signal. Treat both high and low scores as incomplete evidence.
Make the review repeatable
Define permitted AI use, the material being checked, the reviewer and the correction route before screening starts. NIST advises organizations to define human roles and responsibilities clearly in AI-assisted decisions. Keep the original submission, detector version, visible limitations, reviewer note and final rationale together.
Protect candidate data
Cover letters and CVs contain personal data. Do not upload an application to an external service without a suitable lawful basis, candidate notice, retention period and access policy. The ICO audit of recruitment tools identifies risks to privacy and information rights; adding a human reviewer does not remove those obligations.
Run the check
Open the document detector for PDF or DOCX, or use the text detector for one continuous passage. Then follow the job application review workflow before the signal has any consequence.
Frequently asked questions
Can an AI detector prove a cover letter was AI-written?
No. The result is a model-bound warning signal, not proof of authorship.
Should a recruiter reject a candidate because of the score?
Not automatically. Review the policy, input, relevant claims, possible errors and applicable employment and privacy rules first.
What is a better follow-up?
Ask every candidate the same job-relevant question and assess the answer against criteria set in advance.