Detectors estimate. They never prove. We tell you exactly what a score can and can’t mean.
AbleProAI
For hiring managers

For Employers: Evaluating Cover Letters and Writing Samples Fairly

How employers can evaluate writing from candidates when AI tools are everywhere, without relying on unreliable detector scores.

The short answer

Decide what AI use you actually care about, tell candidates up front, and evaluate writing ability through tasks that show process, not detector scores.

Start with what you need to know

For many roles, using AI to polish a cover letter is no different from asking a friend to proofread it. For writing-heavy roles, you need to know how the candidate writes. Be clear about which situation you are in.

Why detector scores are a poor screen

  • False positives fall unevenly, including on non-native English speakers, which can create fairness and legal risk.
  • Rejected candidates rarely get a chance to respond to a score.
  • Polished, formal business writing is exactly the kind detectors tend to flag.

Better approaches

  • State your AI policy in the job posting or application instructions.
  • Ask for writing samples with a short note on how they were produced.
  • Use a short, timed writing exercise during the interview process.
  • Ask candidates to submit a writing certificate or version history for take-home tasks.
  • Discuss the sample in the interview: why they made certain choices, what they would change.

Be consistent

Apply the same policy to every candidate and document it. Inconsistent or undisclosed screening invites complaints.

This guide is general information, not legal advice. Employment laws vary by state.

Sources

Last reviewed October 2026 by the AblePro team. Found something out of date? Tell us.