Rethinking hiring in an AI driven world

Artificial intelligence is changing the way we work. Recruitment is no exception. Interviews that used to feel straightforward are now being influenced by new technologies and hiring teams are having to rethink how they assess candidates.

We’re seeing this firsthand. Recent reports, including a Wall Street Journal article, show candidates using AI during interviews, prompting responses in real time and, in some extreme cases, even using AI-generated personas to secure roles. While these situations are rare, they highlight an important point - employers need to make sure their interview processes actually reflect a candidate’s real skills and experience.

Chris Kent, Managing Director at Fynity, part of Pertemps Network Group, recently shared a post on LinkedIn that really struck a chord. He pointed out that candidates relying on AI to generate answers in live interviews are not just trying to game the system, they are also risking their own credibility. His message is clear: using AI to prepare is smart and sensible, but authenticity and real thinking cannot be replaced by a machine.

AI can be a valuable tool for both candidates and employers. When candidates use it to research a company, practise their answers or organise their thoughts, they often come into interviews more prepared and more confident, which is a positive.

The problem comes when AI is used to answer questions in the moment. If a candidate depends on a tool during the interview, it becomes much harder to judge what they really know. This can increase the risk of hiring someone who is not ready for the role and it can undermine confidence in the recruitment process.

For employers, this trend is a wake-up call. It raises an important question – are our interviews designed to test real thinking and experience, or are they following formats that can be too easily navigated?

Some companies are responding by designing exercises that require candidates to demonstrate their skills live. Others are moving back to in-person or hybrid interviews, where it is easier to see authenticity. Many are also focusing on scenario-based questions that show how candidates approach problems and make decisions.

These approaches do not remove AI from the picture. It is here to stay. But they do help ensure that hiring decisions are based on real capability, not polished prompts.

AI is not a threat, it is a tool, but it does change how recruitment works, and hiring teams need to adapt. Ensuring interviews are robust, focused on real thinking and designed to test skills in practice has never been more important.

Organisations that embrace these changes will be better placed to identify true talent, maintain credibility with candidates and make stronger, more confident hiring decisions.