How are you adjusting your interview process in order to factor in potential misuse of GenAI among job candidates (e.g., using GenAI to enhance/lie on a resume or cover letter)?

I think worrying about AI in applications is a red herring.  Of course they should use AI to help make their CVs and cover letters better - they would be daft not to, and don't you want people that are effective at getting the best from resources available.  

Now if they're lying, well, then your interview process should easily root them out, but they would have lied anyway, AI doesn't create a lie that isn't requested of it.

Use platforms such as Quilbot to review replies and CVs for AI-generated content.  
Request clarity using STAR on items highlighted that was AI generated; so to get an actual response from the candidate from their own experience. 

AI-powered interview tools can ask a standardized set of questions to all candidates, ensuring that you evaluate each candidate on the same criteria. By using AI for initial interviews, you can also help to eliminate bias in the interviewing process.
Unlike traditional recruiting, focusing on the candidate's most important skills can dramatically reduce bias by removing unnecessary details like where someone went to school or years of experience

There are multiple things that we do:
1. We give importance to academic performance which is an early indicator of a person's resilience and grit.
2. We also see if the person has been in PoR and what exactly was the nature of responsibility.
3. We also focus on at least 2 rounds of BEI interview where we try to probe and ask candidates to explain from real life situations (which is generally difficult to fake/game)
4. For hiring at frontline level, we also have 3 tests including aptitude, communication, and situational judgement
5. For leadership hiring we give them case studies and guesstimates.