Dubai, UAE- In an exclusive interview with EmiratesReporter.com, Nisha Nair, Recruitment Manager at Innovations Global, shares her insights into how artificial intelligence is reshaping recruitment and changing the way employers assess candidates. She highlights why impressive CVs alone are no longer enough, the growing importance of practical skills assessments, and how job seekers can demonstrate their true capabilities in a competitive UAE job market. Nisha Nair also offers valuable advice to fresh graduates and experienced professionals on using AI responsibly, developing essential human skills, and building successful careers in an evolving workplace.
Read The Full Exclusive Interview.
E.R.- In the age of AI, why is a well-written CV no longer enough for employers to judge whether a candidate is right for a job?
Nisha Nair– A well-written CV can open the door, but it cannot tell the whole story. Today, AI can help candidates present their experience in a polished and compelling way, which means recruiters need to look beyond how well a candidate communicates on paper and focus on what they can actually deliver. From a recruitment perspective, the real question is not whether a candidate knows how to describe a skill, but whether they can apply it in a business environment. A candidate may list excellent problem-solving skills, for example, but the real evidence comes from how they approach a difficult situation, assess their options and make decisions. In the UAE, where organizations operate in a highly competitive and multicultural environment, we must also consider adaptability, accountability, and the ability to work effectively with different teams. These qualities are not always visible on a CV. The CV remains an important starting point, but a hiring decision should be based on the complete picture of a candidate’s capabilities, experience, and potential.
E.R.- AI tools can help candidates create impressive CVs and prepare for interviews. How can HR managers identify a candidate’s real skills and experience?
Nisha Nair– The best approach is to move the conversation from prepared answers to specific examples. Instead of asking a candidate whether they are good at managing people or solving problems, ask them to describe a real situation in which they demonstrated those abilities. For example, if a candidate claims to have managed a team, I would explore the size of the team, the challenges they faced, the decisions they made and the outcome they achieved. Genuine experience usually comes with context, practical detail and an understanding of what could have been done differently.
Recruiters can also use structured interviews, role-specific scenarios and appropriate reference checks to validate the information shared. Where relevant, we can ask candidates to explain their contribution to a particular project rather than simply describing the project’s overall success. I do not believe using AI to prepare for an interview should count against a candidate. AI is becoming part of professional life, and knowing how to use it effectively can be an advantage. What matters is whether the candidate understands the answers they give and can demonstrate the underlying knowledge when challenged with a practical situation.
Illustrative Image
E.R.- Many candidates claim to have strong technical, communication and leadership skills on their CVs. What practical methods can employers use to verify these skills before hiring?
Nisha Nair– Employers should match the assessment method to the skill they are trying to verify. There is no single test that can reliably measure everything a candidate brings to a role. For technical positions, a short, job-relevant exercise can demonstrate how someone approaches a problem, applies their knowledge and explains their solution. For communication skills, recruiters can assess how clearly a candidate explains a complex issue, responds to follow-up questions or handles a simulated client conversation. Leadership requires a different approach. I would explore how the candidate has handled disagreements, supported an underperforming team member, prioritized competing demands or made an unpopular but necessary decision. Asking what they learned from the experience is particularly useful because leadership is not just about making decisions; it is also about recognizing their consequences.
At Innovations Global, the wider recruitment principle is to establish a clear connection between the requirements of the position and the evidence collected during the hiring process. Assessments should be consistent, relevant to the job and fair to all candidates. Employers should evaluate demonstrated ability rather than confidence, presentation style or a candidate’s ability to give rehearsed answers.
E.R.- Are companies moving towards practical tests, real-life assignments and work samples instead of relying mainly on interviews and CVs? How effective are these methods?
Nisha Nair– There is growing value in skills-based hiring, and practical assessments are an important part of that shift. However, I would not say that CVs and interviews are becoming irrelevant. Rather, employers are increasingly recognizing that these methods work best when supported by other evidence. A CV helps establish a candidate’s background, while an interview provides insight into their thinking, motivation and communication. A practical assessment adds another dimension by showing how they approach a task related to the actual role. For example, an employer recruiting a financial analyst could ask a candidate to interpret a small dataset, while a marketing candidate might be asked to review a campaign brief and recommend improvements. These exercises can reveal how candidates think and work in ways that a conventional interview may not. The key is to keep assessments proportionate and realistic. Candidates should not be expected to complete lengthy assignments that effectively amount to unpaid work. When designed properly, practical assessments can improve the quality of hiring decisions, reduce reliance on subjective impressions and help employers identify candidates who may otherwise be overlooked because they are less polished in interviews. The most effective recruitment process combines the CV, structured interviews, relevant practical assessments and appropriate verification checks rather than relying entirely on any one method.
E.R.- How can fresh graduates and young job seekers prove their abilities when they have limited work experience but possess the right skills and knowledge?
Nisha Nair– Fresh graduates should not assume that limited professional experience means they have little to offer. Employers understand that early-career candidates may not have an extensive employment history. What they need to see is evidence of initiative, learning ability and the potential to contribute. I encourage graduates to build a small portfolio of work that reflects the roles they want to pursue. This could include an academic project, a case study, a personal initiative, a technical demonstration, a marketing campaign concept or a financial analysis using publicly available data. The important point is to explain the problem they addressed, the decisions they made and the outcome or learning they achieved. Internships, volunteering, freelance assignments and university projects can also provide meaningful examples of responsibility and collaboration. Candidates should be prepared to explain their individual contribution, particularly when a project was completed as part of a team. For young job seekers in the UAE, I would also emphasize the importance of professional communication, cultural awareness and a willingness to learn. You do not need to pretend to have experience you have not gained. Demonstrating that you can learn quickly, take feedback constructively and apply your knowledge can be far more convincing than trying to make a limited CV look more impressive than it is.
E.R.- With AI changing the workplace, which human skills do you think employers will value most in the coming years, and how can candidates demonstrate these skills during recruitment?
Nisha Nair– As AI becomes a bigger part of our working lives, I believe employers will value skills such as critical thinking, adaptability, communication, problem-solving and emotional intelligence the most.
AI can help us complete tasks faster, but people are still needed to make the right decisions, understand others, handle challenges and take responsibility for their work. Employees who are willing to learn new skills and adapt to changes will also have a clear advantage. During recruitment, candidates can demonstrate these skills by sharing real examples from their work experience. They can explain how they solved a problem, handled a difficult situation, worked with a team or learned from a mistake. For those with limited experience, examples from internships, university projects or personal initiatives can also be valuable. I also believe knowing how to use AI responsibly will become an important skill. Candidates should understand how to use AI as a tool while checking the accuracy of its results and applying their own knowledge and judgement. Ultimately, employers will value people who can combine technology with human skills, take ownership of their work and continue learning as the workplace evolves.
Illustrative Image
E.R.- What advice would you give job seekers in the UAE who want to stand out in a competitive job market where employers are increasingly looking for proof of skills rather than impressive CVs?
Nisha Nair– My advice is to stop treating the CV as the final product and start treating it as the introduction to your professional story. First, tailor your application to the role. Understand what the employer needs, identify the skills that matter most and provide specific examples of how you meet those requirements. A focused CV with credible achievements is more useful than a lengthy document filled with broad claims. Second, prepare evidence. Be ready to explain what you personally contributed to a project, how you handled a challenge and what measurable result you achieved. If you are early in your career, create relevant work samples or practical projects that demonstrate your abilities. Third, make use of AI intelligently. Use it to improve the clarity of your CV, research an organization or practice interview questions, but ensure that every statement reflects your actual experience. A polished answer will not help if you cannot explain the thinking behind it.
Finally, understand that the UAE job market is diverse, and employers may have different expectations depending on the industry, role and level of seniority. Professionalism, reliability, cultural awareness and the ability to work with people from different backgrounds can make a meaningful difference. Most importantly, do not try to be the candidate who claims to know everything. Be the candidate who can demonstrate what they know, explain what they have learned and show how they would approach what they have yet to master. That is a much stronger foundation for a lasting career.
- AS TOLD TO AMIT KAKKAR, MANAGING EDITOR, EMIRATESREPORTER.COM. THE VIEWS EXPRESSED ARE SOLELY THOSE OF THE GUEST/INTERVIEWEE.
- Your Skills, Our Spotlight. Email editor@emiratesreporter.com to Get Featured.
