Did you see the Google Super Bowl ad where a dad prepares for an upcoming job interview using Gemini Live? It’s a heartwarming, well-told story and a great example of how AI can make life easier and better for people — in this case, during their job search.
Our advice to candidates has always been to prepare carefully for interviews because practice makes perfect. A tool that helps with this is awesome! We’d definitely recommend using it.
But AI can also be misused. For example, someone could easily script an answer to a question they don’t have the skills or experience to answer on their own, masking their unsuitability for the role. Most people are honest and not trying to lie or cheat — and, quite frankly, knowing how to use AI is a valuable skill in today’s business world. That skill will only grow more important in the future. But both recruiters and candidates have reported instances of AI being used improperly, from the resume to the interview process. At best, this clogs resume pipelines; at worst, it leads to a poor hire, wasting time and money.
These issues don’t mean AI isn’t useful — far from it. Like almost any technology, AI has its good and bad sides. What’s important is to be aware of the potential for misuse and to mitigate it.
A few things companies should consider:
1. Use AI detection tools.
Your ATS and other software can look for keywords or phrases to flag potential issues with resumes and detect AI-generated content in cover letters. However, AI detection tools have limitations because AI is becoming more sophisticated and harder to detect — even its creators acknowledge this.
2. Train your recruiters.
Experienced recruiters have learned how to spot all sorts of red flags in resumes, and AI-generated content should be no different. ChatGPT and other AI tools often produce similar responses to prompts, with generic language, run-on paragraphs, inconsistencies, or out-of-place phrasing. The more experience and training a recruiter has, the better equipped they’ll be to identify AI-generated content in resumes or cover letters.
3. Schedule interviews mindfully.
Use video interviews (with cameras on) rather than phone calls, which make it easier for someone to rely on AI. Schedule in-person interviews as early as possible in the process. Consider multiple interviews, especially for senior or highly specialized roles — this will give you a better sense of the candidate’s true communication and critical thinking skills.
4. Ask the right questions.
Ask questions that demonstrate actual skills and problem-solving ability. “Tell me about a problem you solved” is vague and easily answered with a generated response. Instead, present a specific, complex problem — preferably one encountered at your company — and ask the candidate to solve it in real time.
5. Conduct assessments.
Formal skills tests, especially in the IT arena, have always been valuable — and AI makes them even more so. Proctoring assessments, screen recording, identifying plagiarism, reviewing code, and other monitoring tools can help keep candidates honest. Including a live discussion or requiring an interactive video answer can add the benefits of an in-person interview with the convenience of an assessment.
6. Consider the ethics involved.
Companies should develop clear AI policies for the hiring process. What are acceptable uses of AI when applying for a role? Make those standards clear to both employees and applicants. For example, is it acceptable to use AI to polish a resume, or is any AI use prohibited? What are the consequences? Additionally, be transparent with applicants about how AI is used in your hiring process. As AI becomes more prevalent, establishing clear policies will be essential from both a business and legal standpoint.
AI is evolving at incredible speed, and its role in the hiring process is growing as well. You can tap into its potential while avoiding costly mistakes. Experienced recruiters are your best defense against the misuse of AI. Their knowledge and experience — supported by the right tools and a structured process — can help you hire the best people. Training everyone involved in the process, especially interviewers, will also go a long way.
The potential of AI to improve our lives is real — as long as we recognize and respond effectively to the pitfalls.
What has your experience with AI in recruiting been? Good? Bad? A little of both?