What's Happening?
The increasing use of artificial intelligence (AI) in hiring processes is causing frustration among job seekers, according to a recent survey by Gartner. The survey, conducted in the third quarter of 2025,
involved 2,901 job candidates and revealed that 68% of them prefer human interactions over AI or chatbots, a rise from 58% two years prior. Additionally, 26% of candidates indicated they would withdraw from an application process if required to interact with AI, up from 21% two years ago. Despite these concerns, employers are adopting AI to enhance efficiency and improve the candidate experience by reducing interview scheduling time and providing consistent interview experiences. AI interview agents are becoming more common, with 9% of candidates having completed an AI-conducted interview, particularly in technology, telecommunications, and professional services sectors.
Why It's Important?
The integration of AI in hiring processes has significant implications for both employers and job seekers. For employers, AI offers a way to streamline recruitment, reduce time-to-hire, and manage the influx of applications more effectively. However, the reliance on AI also poses challenges in maintaining the authenticity of candidate evaluations and preserving trust in the hiring process. For job seekers, the use of AI can be a double-edged sword; while it may offer convenience, it also raises concerns about the loss of personal interaction and the potential for AI to misjudge their capabilities. The growing trend of candidates using generative AI during interviews to research companies or generate answers further complicates the landscape, necessitating clear policies and guidelines from employers to ensure fair assessments.
What's Next?
As AI continues to play a larger role in hiring, employers will need to adapt their processes to ensure they are accurately assessing candidates' abilities. This includes setting clear expectations about AI use during interviews and developing AI-resistant interview questions that focus on personal experiences and problem-solving skills. Training interviewers to recognize AI usage and integrating AI into the interview process in a way that reflects real-world job requirements will be crucial. Employers must also communicate transparently about their AI policies to maintain trust and avoid hiring unqualified candidates. The balance between leveraging AI for efficiency and preserving the human element in hiring will be a key focus for organizations moving forward.
