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AI interviews: A bumpy start to the future of hiring
A candidate's recent experience with an AI-powered video interview left more questions than answers after the system crashed mid-conversation, highlighting both the potential and pitfalls of automated hiring tools.
The incident
During a virtual job interview, the candidate-who hadn't realized the interviewer was an AI-encountered an unexpected disruption. The system, designed to mimic human interaction, initially appeared engaged, asking structured questions and probing follow-ups. However, it soon stalled, processing responses with unnatural delays before abruptly disappearing without explanation.
The platform behind the interview, Test Gorilla, confirmed the glitch affected a small number of users that day. Claudia Baijens, the company's VP of product, noted that candidates in live hiring processes could report issues via an on-screen widget and restart the assessment.
Why companies are turning to AI
The UK's job market has tightened significantly, with vacancies down 12% year-over-year, according to the Office for National Statistics. Recruitment platform Tribepad reports a 65% surge in applications per role, pushing HR teams to adopt AI tools to manage the volume.
Test Gorilla and similar platforms use AI video interviews to score candidates, helping hiring managers prioritize the top 10% for further review. Natalie Jafaar, a principal consultant at Talent Solutions Group, argues the technology streamlines the process: "It allows us to speak to the candidates we actually want to reach."
AI's growing role in recruitment
While AI video interviews remain rare, other automated tools are already commonplace. Companies use AI to draft job ads, filter résumés, conduct skills assessments, and even schedule interviews. Cera, a homecare provider, launched Ami, an AI phone interviewer, in August. The tool processes roughly 500,000 annual applications for its 10,000-strong workforce, saving recruiters two days per week and cutting screening costs by two-thirds.
Despite these efficiencies, jobseekers express mixed feelings. Jim Herrington, who applied to over 900 roles after being made redundant, criticizes AI for reducing candidates to keywords. "Recruiters aren't doing their jobs properly if they're just using software," he says. Now a marketing director at Omega Diagnostics, Herrington adds: "If a company can't bother to speak to me, I'm not interested."
Concerns over bias and dehumanization
Critics warn that AI's reliance on programmed criteria may overlook nuanced fit. Lydia Miller, co-founder of Ivee, a platform for career-break returners, describes a "race to the bottom" as AI-driven applications flood the system. "People are getting rejected without a human ever seeing their CV," she says. Miller predicts candidates will soon learn to "hack" AI interviews, echoing exam strategies-memorizing answers to pass rather than showcasing genuine skills.
Neurodivergent or introverted candidates might find AI interviews less intimidating, but biases in training data remain a risk. Annemie Ress, a former HR chief, cautions: "AI can only judge based on what it's programmed to look for. A human recruiter knows what to explore." She advocates for AI as one tool among many, not a replacement.
Scams and ethical dilemmas
The rise of AI in hiring has also fueled scams, with fraudsters using automated systems to conduct fake interviews and solicit payments for bogus training. Herrington reports receiving robotic calls and hanging up immediately.
As AI reshapes recruitment, the debate centers on balancing efficiency with fairness. While tools like Ami and Test Gorilla promise speed, critics argue they risk alienating talent and perpetuating biases. For now, the future of hiring remains a work in progress-glitches and all.
