By: Jennifer Volmer
For years, we have heard that artificial intelligence is coming and that organizations should be prepared to use it. Today, AI is a regular part of the workplace, and HR professionals are using it to improve efficiency and support daily tasks.
At the same time, job candidates are also using AI throughout the hiring process. Many candidates now rely on AI tools to create or tailor resumes to specific job postings. Some are also using advanced “copilot” tools that can provide real-time interview responses during virtual meetings on platforms like Zoom or Teams.
This raises an important question for HR professionals: How can we ensure we are hiring the right candidate for the role?
How HR Can Respond
- Use the resume as a starting point. Resumes should open the conversation, not serve as proof of experience or skill.
- Ask follow-up questions. Asking candidates to explain their answers in more detail helps confirm real experience and understanding.
- Use real-life scenarios. Present situations candidates may face on the job and ask how they would handle them.
- Evaluate skills in real time. Live exercises or practical examples can help show how a candidate actually thinks and works.
- Set clear expectations about AI use. Being transparent about how AI can and cannot be used during the hiring process supports fairness and trust.
AI will continue to shape how people apply for jobs, but strong hiring decisions still rely on human judgment. By focusing on skills, experience, and thoughtful conversation, HR professionals can adapt to new technology while maintaining the integrity of the hiring process.