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Create ResumeAn AI resume checker can help you spot formatting issues, missing keywords, weak bullet points, and poor alignment with an Australian job ad. That is useful. But it is not the same as a recruiter deciding whether you are worth interviewing. The mistake I see candidates make is treating the AI score like a hiring decision. It is not. It is a signal.
A good AI resume checker should help you improve clarity, ATS readability, keyword relevance, structure, and evidence of impact. What it cannot properly judge is whether your experience feels credible, commercially relevant, senior enough, too vague, inflated, or genuinely matched to the role. That is where real hiring judgement still matters.
An AI resume checker reviews your resume against patterns it has been trained or programmed to recognise. Most tools look at structure, wording, formatting, keyword match, role relevance, readability, and sometimes ATS compatibility.
In plain English, it checks whether your resume looks like the kind of resume that should match the job.
That sounds helpful because it is helpful. But it is also limited.
An AI resume checker is usually not sitting inside the actual employer’s recruitment system. It does not know the hiring manager’s real priorities, the salary band, the internal candidate situation, the team problems, the market context, or the awkward truth that sometimes the job ad is badly written.
I have seen job ads ask for “strong stakeholder management” when the real problem is that the hiring manager needs someone who can handle difficult internal politics without falling apart. An AI tool may tell you to include the phrase stakeholder management. A recruiter will look for proof that you have survived the stakeholder circus and delivered something useful anyway.
That difference matters.
An AI resume checker may assess:
Whether your resume includes keywords from the job description
Whether your work history is easy to read
Whether your file is likely to be parsed by an applicant tracking system
People searching for an AI resume checker in Australia usually want one of four things.
They want to know whether their resume is good enough before applying. They want to beat ATS screening. They want feedback without paying for a resume writer. Or they want to understand why they keep getting rejected despite being qualified.
The real goal is not simply to “check” a resume. The real goal is confidence. Candidates want to know:
Will my resume get through the system?
Will a recruiter understand my experience quickly?
Am I missing important keywords?
Does my resume match Australian hiring expectations?
Why am I not getting interviews?
Is the problem my resume, my targeting, or the market?
This is why a basic resume score is not enough. A score might tell you your resume is 78 out of 100, which sounds official, but hiring does not work like a school assignment. I have rejected resumes that looked polished and interviewed candidates whose resumes were not perfect but clearly showed the right capability.
Whether your bullet points are task based or achievement based
Whether your resume has missing sections
Whether your language sounds too generic
Whether your experience appears relevant to the target role
Whether your formatting may cause scanning issues
Used properly, it gives you a useful diagnostic check. Used blindly, it can turn your resume into a keyword stuffed, overly polished document that sounds impressive but says very little.
In recruitment, the question is not “Is this resume nice?” The question is “Can I see enough relevant evidence to justify moving this person forward?”
That is the standard your resume needs to meet.
Most recruiters do not read your resume slowly from top to bottom at first. They scan. That does not mean they are lazy. It means they are filtering information under time pressure.
For many roles, the first scan is about risk. The recruiter is asking:
Does this person seem relevant to the job?
Have they done similar work before?
Are the job titles, industries, tools, and responsibilities aligned?
Is the career path understandable?
Are there unexplained gaps or confusing moves?
Is the resume easy to follow?
Is there enough evidence to send this person to the hiring manager?
That last question is important. A recruiter is not only assessing you for themselves. They are also deciding whether they can confidently present you to a hiring manager without looking like they have misunderstood the brief.
This is where many resumes fail. Not because the candidate is weak, but because the resume makes the recruiter do too much work.
A strong Australian resume usually makes relevance obvious quickly. It does not hide the useful information under a dense professional summary, vague responsibilities, and a list of soft skills that could belong to almost anyone.
Recruiters look for:
Current or recent role relevance
Industry fit or transferable industry logic
Clear job titles and employment dates
Measurable achievements where possible
Systems, tools, methods, and technical capability
Scope of responsibility
Commercial or operational impact
Evidence that matches the job ad
Progression, stability, or a clear reason for change
An AI resume checker may identify some of this. But it may miss the deeper judgement call. For example, it can tell you to add more keywords. It may not tell you that your resume is positioned at the wrong seniority level.
That is one of the most common hidden problems I see.
AI resume checkers are useful when you treat them like a first pass quality control tool. They are particularly helpful for spotting issues that candidates often become blind to after reading their own resume too many times.
If a job ad repeatedly mentions workforce planning, stakeholder engagement, Salesforce, procurement, risk management, customer retention, clinical governance, or payroll compliance, your resume should reflect the relevant language where it truthfully applies.
This does not mean copying the job ad like a desperate parrot in a blazer. It means using the language employers are already using to describe the work.
If your resume says “helped with people stuff” and the job ad says “employee relations”, the system and the recruiter may not connect the dots. Use the employer’s language when it accurately reflects your experience.
Many Australian employers use applicant tracking systems to manage applications. The ATS may parse your resume into fields, search for keywords, rank applications, or help recruiters filter large volumes of candidates.
A checker can help you avoid formatting that may not parse well, such as:
Text boxes
Heavy graphics
Tables that break when uploaded
Icons replacing words
Columns that confuse reading order
Headers and footers containing key details
Unusual fonts or decorative layouts
Photos or design elements that add no hiring value
This is where candidates sometimes overcomplicate things. Your resume is not a wedding invitation. It does not need visual drama. It needs to be readable, searchable, and persuasive.
AI tools are often useful for identifying bullet points that describe duties but not value.
Weak Example
Good Example
The stronger version gives the recruiter more context. It shows volume, channel, process improvement, and system discipline. Not every bullet needs a metric, but every bullet should earn its space.
Candidates often undersell themselves because they use internal company language instead of market language.
For example, your company may call something “partner support”, but the market may call it account management, client success, stakeholder engagement, vendor coordination, or service delivery.
An AI resume checker can sometimes highlight missing terms that matter in the broader Australian job market.
A resume should be easy to navigate. If I cannot quickly find your current role, employer, dates, key responsibilities, achievements, education, and relevant skills, the resume is working against you.
AI tools can help identify long paragraphs, inconsistent formatting, weak summaries, and sections that feel bloated.
This matters because recruiters do not reward effort. They reward clarity.
This is the part candidates need to understand before trusting any AI resume score too much.
AI tools are not hiring managers. They do not carry the emotional fatigue of reading 140 applications for a role where half the candidates have used the same AI generated wording. They do not know when language feels inflated. They do not always understand Australian hiring nuance. And they do not always distinguish between a resume that is optimised and a resume that is believable.
Keywords matter, but keyword stuffing is not strategy.
If your resume repeats “leadership, stakeholder management, communication, problem solving, collaboration, process improvement” without proof, it does not become stronger. It becomes noisier.
Recruiters are not impressed by the presence of keywords alone. We look for evidence attached to those keywords.
Weak Example
Good Example
The second version still signals leadership and stakeholder management, but it does it through actual work. That is what hiring teams trust.
A lot of AI edited resumes now sound suspiciously similar. They use polished phrases like “dynamic professional”, “proven track record”, “results driven”, “cross functional collaboration”, and “fast paced environment”.
The problem is not that these phrases are always wrong. The problem is that they are often empty.
When I see a resume that sounds too polished but lacks concrete detail, I start asking quieter questions:
What did this person actually do?
Was this their achievement or the team’s achievement?
Are they using impressive language to cover thin experience?
Is this resume written for a human or just for a tool?
A resume should sound professional, not manufactured.
Australian resumes are usually more detailed than a one page United States style resume, especially for experienced professionals. Two to four pages can be normal depending on your level, industry, and career history.
An AI tool trained heavily on global resume conventions may push advice that does not fit the Australian market. For example, it may over compress your experience, remove useful context, or encourage a format that is too brief for government, healthcare, education, mining, engineering, project management, or senior corporate roles.
This does not mean your resume should become a novel. Please do not submit a seven page life story with every casual job since 2009 unless it is genuinely relevant. But do not remove useful evidence just to satisfy a generic score.
This is a major gap.
A resume can contain the right keywords and still feel too junior. Or too broad. Or too operational. Or too strategic for the role.
For example, a candidate applying for a People and Culture Business Partner role may include HR keywords, but the resume may read like an HR Coordinator resume because the evidence is mostly administrative. The AI checker may still approve the keyword match. A recruiter will notice the seniority mismatch.
Senior hiring decisions depend on scope:
Size of team or portfolio
Budget responsibility
Decision making authority
Stakeholder level
Complexity of problems handled
Level of autonomy
Commercial impact
Risk exposure
Strategic contribution
If your resume does not show scope, it becomes hard to place you at the right level.
Hiring decisions are not always clean or logical. A hiring manager may say they want someone “strategic”, but reject candidates who have not also been hands on. They may ask for “culture fit”, but really mean they want someone who can work with a difficult senior stakeholder. They may say they are open to transferable experience, then shortlist only direct industry matches.
An AI resume checker cannot fully decode this. It can only compare your resume with visible inputs. Real hiring often involves invisible preferences.
That is why your resume needs to be both technically aligned and humanly convincing.
The best way to use an AI resume checker is not to upload your resume once, accept the score, and blindly follow every suggestion. Use it as part of a practical review process.
Do not check your resume in isolation. A resume is only strong in relation to a target.
A general resume for “admin, customer service, project support, HR, operations, maybe marketing” will usually perform badly because it is trying to be everything. Recruiters do not shortlist “everything”. They shortlist fit.
Before using an AI checker, choose one job ad and ask:
What is the core role?
What problems is this employer hiring someone to solve?
What skills are repeated or emphasised?
What experience appears essential?
What language does the employer use?
What evidence from my background best matches this?
Then check your resume against that role.
If the checker suggests adding keywords, do not add them blindly. Go back to the job ad and ask whether those terms actually matter.
Some tools will recommend generic keywords that sound useful but do not strengthen your application. If the job is for a payroll officer, payroll compliance, awards, enterprise agreements, timesheets, reconciliations, and payroll systems matter more than vague claims about “passion” and “teamwork”.
The job ad should remain your anchor.
Candidates often obsess over individual sentences while the whole resume structure is confusing.
Before polishing bullet points, check:
Is your professional summary targeted?
Are your job titles clear?
Is your most relevant experience visible early?
Are dates consistent?
Are responsibilities grouped logically?
Are achievements easy to find?
Are technical skills separated clearly?
Is the resume easy to scan?
A beautifully worded bullet point buried in a messy resume will not save you.
A low score means you should investigate. It does not mean you are unemployable.
A high score means your resume may be technically aligned. It does not mean you will get an interview.
The better question is not “What score did I get?” The better question is “What specific issues did the checker find, and are those issues genuinely blocking my application?”
That is a much more useful way to think.
If the AI suggestion makes your resume sound fake, too grand, too American, too generic, or too far from your actual experience, do not use it.
Your resume must survive the interview. If your resume claims you “spearheaded enterprise transformation initiatives” and in the interview it turns out you updated a spreadsheet for a team project, the trust drops fast. Sometimes painfully fast.
The goal is not to sound bigger than you are. The goal is to show the strongest honest version of what you have done.
Before running your resume through an AI checker, make sure the basics are already in place. Otherwise the tool will spend time pointing out issues that should have been fixed manually first.
A strong Australian resume usually includes:
Name and contact details
City and state
LinkedIn profile if relevant and up to date
Targeted professional summary
Core skills aligned to the role
Employment history in reverse chronological order
Clear job titles, employers, and dates
Responsibilities and achievements for each relevant role
Education, qualifications, licences, or certifications
Technical systems or tools where relevant
Volunteer work, projects, or placements if useful
Referees available on request, or omitted if space is better used elsewhere
You generally do not need to include your date of birth, marital status, full street address, religion, nationality, or a photo unless there is a specific and legitimate reason for the role or industry. Most of the time, those details do not help the hiring decision.
I also recommend being careful with overly designed templates. They may look nice on Canva, but recruitment systems and rushed recruiters are not always kind to creative formatting. Simple is not boring when it works.
Not all AI resume checkers are equally useful. Some are basically keyword counters with a nicer interface. Others provide more practical feedback.
Look for a tool that can assess your resume against a specific job ad. Generic resume checking is limited because hiring is role specific.
Useful features include:
Job description comparison
ATS readability review
Keyword gap analysis
Section structure feedback
Bullet point improvement suggestions
Achievement and impact analysis
Australian spelling and terminology support
Role specific feedback rather than generic advice
Privacy clarity about how your data is stored
Ability to export or apply changes carefully
Feedback that explains why a change matters
Be careful with any tool that promises to “beat the ATS” as if the ATS is a video game boss. The real goal is not to trick the system. The goal is to present your relevant experience clearly enough that both the system and the human can understand it.
Also be careful with tools that rewrite everything in a dramatic tone. Recruiters are not looking for theatrical confidence. We are looking for evidence.
Resume scores can be useful, but they are often misunderstood.
A score might reflect keyword match, formatting quality, section completeness, grammar, readability, or ATS compatibility. It may not reflect whether your experience is genuinely competitive.
Here is how I would interpret common score ranges in practical terms.
A low score usually means there are visible problems. Your resume may be missing key job ad language, using poor formatting, lacking measurable impact, or failing to show the right sections clearly.
Do not panic. Start by fixing the obvious issues:
Align your summary with the target role
Add relevant skills from the job ad
Replace vague duties with stronger evidence
Remove formatting that may confuse parsing
Use standard section headings
Make your recent experience easier to scan
A low score is useful if it gives you a clear repair list.
A medium score often means your resume is basically readable but not persuasive enough.
This is where many decent candidates sit. Their resume is not terrible. It just does not create enough confidence.
The common problem is usually weak positioning. The resume says what the candidate has done, but not why it matters for this job.
This is where you need to sharpen relevance, not just grammar.
A high score is encouraging, but it can create false confidence.
Your resume may be technically strong but still not competitive if:
The role is too senior or too junior
Your industry experience is too far away
Your achievements are not strong enough
Other candidates have closer experience
Your salary expectations are misaligned
Your resume sounds polished but thin
A high score should make you think “good, the basics are working”, not “excellent, the interview is guaranteed”.
Hiring does not work that generously. Annoying, I know.
The biggest mistake is letting the tool become the decision maker.
AI feedback can be useful, but it should not remove your judgement. Your resume still needs to sound like you, reflect real experience, and match the role honestly.
Some AI suggestions are helpful. Some are too generic. Some are simply wrong for your context.
If a suggestion improves clarity and accuracy, use it. If it makes your resume sound inflated or vague, reject it.
Your resume should not read like it was assembled from motivational LinkedIn fragments.
Tailoring your resume for one role can improve your chances for that role. But if you then use that same version for a different job, it may become misaligned.
This happens often. A candidate optimises for a project coordinator role, then uses the same resume for operations coordinator, executive assistant, and customer success roles. The resume ends up close enough to everything and strong enough for nothing.
Each role type needs its own positioning.
Keywords get attention. Evidence builds confidence.
If you add “change management” to your skills section, your work history should show where you supported change, communicated with stakeholders, handled resistance, improved adoption, or delivered outcomes.
A skills list without evidence is decoration.
Concise does not mean vague.
Many candidates cut too much after an AI tool suggests brevity. They remove scope, systems, achievements, and context, then wonder why the resume feels flat.
Australian resumes often need enough detail to show credibility. The trick is not to make everything short. The trick is to make everything relevant.
Sometimes your resume is not the only problem. You may be applying for roles where the market is crowded, your experience is adjacent but not direct, the salary band is wrong, or your recent career history creates questions.
An AI resume checker can improve the document. It cannot fix a poor job search strategy.
That is uncomfortable, but useful to know.
Once you receive feedback, do not rewrite randomly. Work through the resume in a practical order.
Your summary should not be a personality paragraph. It should quickly position you for the role.
Weak Example
Good Example
The second version gives me useful information. It tells me the function, experience level, work type, and environment. That helps a recruiter place you quickly.
Recruiters usually place the most weight on your recent experience. Make sure your current and recent roles carry the strongest evidence.
For each role, ask:
What was I responsible for?
What problems did I solve?
What systems, tools, or processes did I use?
Who did I work with?
What improved because of my work?
What scale or volume was involved?
What would a hiring manager care about?
Then rewrite bullet points around relevance and evidence.
Metrics are useful, but not every achievement needs a number. Forced metrics can look silly.
Good metrics may include:
Revenue
Cost savings
Time saved
Volume handled
Error reduction
Customer satisfaction
Caseload size
Team size
Project value
Process improvement
If you do not have exact numbers, use scope instead. For example, “supported monthly payroll processing for 450 employees” is useful. “Improved happiness by 300 percent” is not useful unless you want the recruiter to blink twice and move on.
Soft skills matter, but listing them is usually weak.
Instead of saying you have communication skills, show the communication context. Did you deal with customers, executives, suppliers, patients, internal teams, union representatives, students, or technical stakeholders?
Instead of saying you are adaptable, show the environment. Did priorities change daily? Were you covering multiple sites? Did you support a system implementation? Did you handle urgent escalations?
Hiring teams believe behaviour more than claims.
This is where human review becomes important.
For entry level roles, employers want trainability, reliability, communication, basic technical capability, and evidence you understand the work.
For mid level roles, they want competence, independence, problem solving, and proven delivery.
For senior roles, they want judgement, influence, commercial awareness, leadership, risk management, and strategic contribution.
If your resume does not match the expected level, no AI keyword score will fully save it.
An AI resume checker is faster, cheaper, and useful for technical feedback. A human recruiter or resume reviewer is better for judgement, positioning, seniority, and market fit.
The best option depends on your situation.
Use an AI resume checker when:
You want quick feedback
You are checking ATS readability
You need keyword gaps
You want to improve bullet points
You are applying for a clear role type
Your resume needs basic structure improvement
Consider a human review when:
You are not getting interviews despite applying consistently
You are changing careers
You are applying for senior roles
Your experience is complex
You have employment gaps or unusual career moves
You are targeting government, executive, technical, or specialist roles
You are unsure how to position yourself
You keep being told you are “not the right fit” without useful feedback
The honest answer is that AI can improve a resume, but humans still make the final judgement in most serious hiring decisions. And humans notice things AI may not.
They notice whether the story makes sense. They notice whether the language feels inflated. They notice whether achievements match the job title. They notice whether the resume feels copied from a template. They notice when a candidate has described responsibilities without showing ownership.
AI checks the document. Recruiters assess the candidate behind it.
When I review a resume, I do not start by asking whether it is pretty. I ask whether it creates enough confidence to move the candidate forward.
Use this framework after running your resume through an AI checker.
Can the reader see within seconds why you are applying for this role?
If the answer is no, fix your summary, skills section, and most recent role descriptions.
Does your resume prove the claims it makes?
If you list leadership, where is the leadership? If you list reporting, what reports? If you list stakeholder management, which stakeholders? If you list process improvement, what improved?
Can a recruiter understand your career path without guessing?
Confusing resumes create hesitation. Hesitation often becomes rejection when there are many other applicants.
Does the language match your actual level of experience?
Do not over inflate. Do not undersell. Both create problems. Over inflated resumes create distrust. Undersold resumes get overlooked.
Does your resume include the right role specific language?
This matters for ATS filters, recruiter searches, and human scanning. Use natural keywords that match the job ad and your real experience.
Can you confidently explain everything on your resume in an interview?
This is the final test. If AI helped you rewrite a bullet point, make sure you can defend it. If you cannot explain it clearly, it does not belong.
Sometimes the resume is not the main issue.
I say this carefully because candidates often blame themselves when the market is messy. But it is also true that resume improvement has limits.
An AI resume checker will not fully solve:
Applying for roles where you do not meet the core requirements
Targeting too many unrelated job types
Using the same resume for every application
Applying in a highly competitive market without a clear edge
Career change positioning without transferable evidence
Salary expectations that sit outside the employer’s range
Lack of local industry experience where employers strongly prefer it
Weak LinkedIn alignment for roles where recruiters cross check profiles
Poor interview performance after the resume gets you through
This is why I prefer honest diagnosis over resume theatre. Sometimes the resume needs work. Sometimes the job targeting needs work. Sometimes both are true, which is annoying but fixable.
Before submitting your resume, use this checklist after your AI resume check.
The resume is tailored to one role type
The professional summary clearly matches the target job
The most relevant skills appear near the top
Job titles, employers, dates, and locations are clear
Recent roles include responsibilities and achievements
Keywords are used naturally, not stuffed
Bullet points show evidence, not just duties
Formatting is clean and ATS readable
There are no unnecessary graphics, photos, icons, or text boxes
Australian spelling and terminology are consistent
The resume length suits your level and industry
Claims are accurate and interview safe
The resume explains your fit without making the recruiter guess
The final version still sounds like a real person, not an AI brochure
If your resume passes that checklist, the AI score becomes less important. The resume is doing its job.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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