AI has transformed recruitment in countless ways. From sourcing candidates to scheduling interviews, tech is now embedded in almost every stage of the hiring process. But here’s the question many job seekers (and hiring managers) are starting to ask: when does AI stop being helpful and start becoming a hindrance?
Our recent poll (and the storm of comments that followed) made one thing crystal clear: candidates are not sold on AI-assisted interviews. For many, the idea of a machine screening their voice, body language, or word choice feels less like innovation and more like disengagement.
The Uproar Against AI-Assisted Interviews
Candidates are frustrated by processes that strip away human connection. Video platforms that analyse tone or eye contact may sound efficient on paper, but for applicants, they feel cold, judgmental, and sometimes discriminatory.
Think about it: job seekers prepare for weeks, only to be met with a faceless system that decides if their pauses are too long or their phrasing not “confident” enough. It’s no wonder many see this as impersonal—and even unfair.
The risk? Good people drop out of your process, not because they’re unqualified, but because they feel unseen.
The Flip Side: Engineers Using AI in Interviews
Interestingly, this frustration also sparked another debate: what happens when candidates use AI during the interview?
Take technical tests for engineers. Should it be acceptable to lean on AI tools to solve problems, or does that undermine the point of the exercise? Some argue that using AI mirrors real-world working conditions—engineers do use tools, after all. Others say it’s a shortcut that masks genuine ability.
It’s the same question, just flipped: when does AI help showcase talent, and when does it blur the line between authenticity and automation?
Where AI Fits (and Where It Doesn’t)
The key isn’t to banish AI altogether—it’s to draw the line on where it adds value, and where it erodes trust.
When it comes to interviews, most candidates (and many employers) still want the process to feel personal. That means real conversations, space to ask questions, and the ability to build rapport—things AI can’t replicate.
Finding the Balance
AI can absolutely support recruitment, but it should never replace the moments that matter most. If the interview is the stage where people decide “do I want to work here?” and “do I trust this person to join my team?”, then leaning too heavily on automation risks sending the wrong message.
The future of hiring won’t be about AI versus humans, instead it will be about using AI to enable better human interactions, not replace them.