AI简历筛选工具看似公平，实则可能根本不会评估能力。

The use of publicly available generative AI systems for resume evaluation is often justified by the assumption that these tools reduce bias relative to human judgment. However, this framing leaves a prior question unresolved: whether these systems are capable of performing the evaluative task at all. This study presents a two-part audit of eight widely used AI platforms used for resume screening. Drawing on the concept of the Illusion of Neutrality, the study examines cases in which systems appear demographically unbiased because they lack the ability to meaningfully differentiate among candidates. Experiment 1 evaluates racial and gender bias using matched fictitious resumes and finds that bias persists in context-dependent and intersectional forms. Some models penalize candidates for the presence of demographic signals, while others exhibit inconsistent patterns across roles and identities under controlled conditions. Experiment 2 evaluates task competence using resume-role mismatch and keyword-manipulation tests and finds that several models that appear relatively unbiased fail to distinguish relevant from irrelevant candidate experience in relation to the target role. In these cases, outputs appear stable or neutral not because the systems are fair, but because they fail to perform meaningful evaluation. Fairness assessments alone are therefore insufficient. The paper proposes a dual-validation framework that requires auditing for both demographic bias and evaluative competence as a minimum condition for responsible deployment.