People versus programs? The pros and cons of AI interview automation.

September 2, 2025

Drew Maginn

Finding the right candidate to fill an open position can be a challenging, time-intensive process. Unsurprisingly, when options for recruitment automation began to emerge, many human resources departments jumped at the opportunity to integrate artificial intelligence (AI) in hiring processes, including streamlining interviews with AI tools. However, with human resources departments playing a key role in recruitment and selection, this new technology brings with it the dilemma that outsourcing this task creates efficiency, but may leave a candidate wanting more of a personal touch.

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Understanding the double-edged sword of recruitment automation

When it comes to automation in recruitment, human resources professionals need to consider the benefits and drawbacks. A recent survey from Benefits Canada highlights that, when it comes to using AI in the hiring process, employers and employees are not always on the same page. More than half of employers confirmed the use of AI to support administrative tasks like screening candidates and reviewing resumes, with 39 per cent planning to expand AI use in the future. Human resources professionals reported this shift to AI solutions improved their company’s customer service and increased efficiency in their jobs.

On the other hand, 85 per cent of employees preferred that a person review their resume, and 87 per cent wanted their initial interview to be with an employee from the company. Even more telling, 63 per cent of employees would actually reconsider applying to work at a company that overuses AI in their hiring processes. Considering these two opposing viewpoints, many employers are left with a dilemma of finding a way to embrace this technology without alienating their candidate pool in the process.

From AI-powered interview scheduling to automated interviews: What is the experience like for an employee?

Before considering whether your organization would benefit from utilizing AI in the interview process, it’s important to understand the experience from an employee perspective. While there are many AI technologies to choose from, the experience of an automated interview typically includes the following.

Automated emails – interview invite and scheduling: Short-listed candidates receive an automated email inviting them to participate in an interview and asking them to select an interview time from an online calendar. Candidates receive another email with a confirmation of their interview time and a link to join the interview.
Automated interview: Candidates join their interview at the selected time, typically by video, and answer a series of questions provided by an AI chatbot. Candidates are able to control when they start and stop their recorded answers and can ask the chatbot questions about the position. The chatbot itself assumes a human persona, often with a name and picture, to make the candidate more comfortable and simulate the experience of a “real” interview. Interviews are recorded and transcribed so that human resources employees can review any components.
Automated scoring and recommendations: Based on the responses provided, each candidate is scored based on an analysis of their verbal responses along with their tone, facial expressions and overall engagement. This list is then available for the employees on the hiring team to decide which candidates will move forward in the selection process.

” with human resources departments playing a key role in recruitment and selection, this new technology brings with it the dilemma that outsourcing this task creates efficiency, but may leave a candidate wanting more of a personal touch ”

What should employers consider before integrating AI interviews into their recruitment and selection process?

There isn’t necessarily a best practice when it comes to deciding whether AI interviews are right for your organization. To make a well-researched, thoughtful decision before taking the leap, keep in mind the following elements.

Know your legal requirements: Before adopting any AI technology, review all relevant legislation and legal requirements to ensure that it does not violate any rights of your potential candidates.
Test different programs: There are so many options when it comes to these tools that you need to look at a number of different options to see what’s right for you. This includes using free trial periods to explore certain programs before making a formal commitment. Allow others in your organization to demo an interview, and ask for feedback from colleagues whose recruitment experience included this type of technology.
Disclose use of AI upfront: In any promotions or advertising for a position, clearly communicate how and why AI is being used. Candidates may choose not to apply based on this information, but it sets clear expectations and demonstrates transparency on your end.
Set AI expectations for your candidates: Responsible AI use is not just a requirement of employers, but of employees as well. A quick internet search offers hundreds of videos showing candidates how to “beat” AI interviews, including using AI to generate answers in real-time during interviews. By being clear with your candidates about what you consider to be an appropriate use of AI, you put yourself in a stronger position should you discover that applicants have been deceptive.
Use AI for recommendations, not decisions: While AI can assist in the recruitment and selection process, its recommendations should not be the sole decider of a candidate’s fate. Ensure that final hiring decisions always remain with experienced human resources professionals, current employees and hiring managers.

Evaluate its usefulness beyond time savings: While time savings and efficiency can be indicators of success, human resources departments should regularly review the outputs of AI tools to ensure that they are consistent and fair and that they result in quality hires.

The opportunities for AI tools to be integrated in human resources departments are seemingly endless. While it may be tempting to quickly adopt these tools, especially in instances where workload is high and time is at a premium, these decisions should not be taken lightly. And remember: when it comes to recruitment, both employers and employees are deciding whether they are the right fit for one another.

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