Both employers and job seekers are increasingly tapping AI to guide the job interview process, but their strategies are still very much a work in progress.
New research finds real hesitation among job candidates about interviewing for a job with no human present, with concern spiking when transparency isn’t centered in the interview process. At the same time, they are increasingly leveraging AI for real-time assistance during live interviews, highlighting the complexities facing today’s HR and recruiting professionals in an AI-influenced job market.
On the employer side, a report from Greenhouse found that AI job interviewing is rapidly surging: In a survey of nearly 3,000 job seekers, nearly two-thirds have experienced an AI interview, a 13-point jump from last year.
But despite the increased frequency of AI interviews, the reviews aren’t positive. Nearly 40% said they have stopped job interviews that were being conducted by AI, with another 12% saying they would do so. What prompted candidates to hit the X button? The most common reason was the realization the interview was a pre-recorded, AI-generated video with no human present, closely followed by unclear disclosure by the company of AI’s involvement in the process.
Transparency is a big factor: Seventy percent of applicants said the employer didn’t clearly disclose that AI would be involved in the interview process; nearly a quarter only found out once the interview started. Yet, candidates want employers to be more upfront. More than half think employers should be legally required to disclose how they’re using AI in interviewing.
“Candidates are telling us exactly what they want, and it isn’t complicated: Tell them when AI is in the room and what it’s measuring,” says Sharawn Tipton, Chief People Officer at Greenhouse. “Right now, most employers are failing that test.”
When candidates drop out of the interview process because of AI use, it’s not just one missed hire, Tipton notes. It could also fuel an ongoing reputation problem.
“Until we get honest about what these tools are actually measuring and own it when they get it wrong,” she says, “we’re just repackaging the same problem.”
How job candidates are using AI
That’s not to say that candidates don’t want AI to play a role in interviewing. Greenhouse’s research found that just 19% want employers to decrease AI use in hiring. Instead, they want the opportunity to request to speak with a human, and more transparency about how the AI is being used and that a human will be in the loop.
Those findings pair with a recent report on candidate AI use from Resume Genius. More than three-quarters of interviewed job seekers said they have used or are open to using AI in their job application process. And 22% have utilized AI during a live interview to help them respond to interviewer questions, with nearly as many using the tech to complete skills tests.
“What started as a preparation tool,” researchers say, “is now showing up during the interview itself and even in the evaluations meant to measure ability.”
Just as employers need to emphasize transparency around their own use of AI in interviewing, they need to be clear upfront about expectations for candidate AI use, says Eva Chan, career expert at Resume Genius.
“When a tool can easily provide you with faster answers than Google or your own brain, it makes sense that people would start turning to it beyond just for writing their resumes,” Chan says. “But as usage moves into interviews and assessments, employers need to decide where they stand—and communicate that stance clearly before the process begins.”
For many job seekers, AI has moved from curiosity to consideration. What once felt experimental is becoming more accepted as candidates look for new ways to keep up in a competitive market.
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