Close Menu
Human Resources Mag
  • Home
  • News
  • Management
  • Guides
  • Law
  • Talents
  • Benfits
  • Technology
  • More
    • Web Stories
    • Editor’s Picks
    • Press Release
What's On

Patient-Centered Care: Does Relocation Improve Outcomes?

June 12, 2025

How Canadian employers can make a four-day work week work

June 11, 2025

How one recruiter manages her job without an ATS

June 11, 2025
Facebook X (Twitter) Instagram
Facebook X (Twitter) Instagram
Human Resources Mag
Subscribe
  • Home
  • News
  • Management
  • Guides
  • Law
  • Talents
  • Benfits
  • Technology
  • More
    • Web Stories
    • Editor’s Picks
    • Press Release
Human Resources Mag
Home » Recruitment and Hiring Through AI Interviewers? Candidates Say ‘No Thanks’
Law

Recruitment and Hiring Through AI Interviewers? Candidates Say ‘No Thanks’

staffBy staffJune 3, 20256 Mins Read
Share Facebook Twitter Pinterest Copy Link LinkedIn Tumblr Email Telegram WhatsApp
Follow Us
Google News Flipboard
Share
Facebook Twitter LinkedIn Pinterest Email Copy Link

A new social media trend is gaining popularity and it does not reflect well on employers. Over the last few weeks, there have been a flood of complaints from job seekers who shared their experiences of being subjected to AI interviewers, and their dissatisfaction is not unfounded. More and more employers are now using AI bots to conduct interviews and interact with candidates, and these AI interviews are chock full of glitches and errors that reflect poorly on the company’s professionalism and capability.

In 2025, it is no longer uncommon for employers and recruiters to use AI in their hiring processes to some degree, but the trend has sparked multiple concerns including the ethical principles of letting a program decide who gets the job. Using an AI tool to sort through resumes is one thing, but employing the tool to ask candidates questions and then insisting on the importance of face-to-face in-person work is an entirely separate problem that needs to be addressed. 

AI Interviewers

Image: Pexels

Are You Using AI Interviewers to Recruit Candidates? Your Business Might Be In Trouble

The conversation around the automated hiring process was kickstarted by a viral TikTok that showed a well-dressed candidate sitting down for an online interview for a new job, but instead of being greeted by a hiring manager or recruiter, he’s presented with an image of a woman and an AI voice that starts glitching almost instantly. 

The AI voice gets stuck on the first question, looping again and again without finishing the question or letting the candidate respond. The AI interviewer eventually stops glitching, only to thank the employee without having asked them a simple question.

Ever since that video went viral, there have been growing discussions around AI recruitment ethics and the importance of allowing humans to do their jobs sometimes. More videos have popped up since, showing AI interviewers arguing with each other or generally creating an uncomfortable environment for already-nervous candidates.

A viral TikTok shows an AI job “interviewer” repeating the phrase “Vertical bar Pilates” nonstop during a screening call.

“It was like she was going through a tongue twister,” Kendiana Colin, who posted the video, told me. “It was really creepy.”

🔗: https://t.co/tVAE8FkIpH pic.twitter.com/rceA8RlyUk

— joshua (@joshua_bote) May 5, 2025

Is the Backlash Against AI Interviews Justified?

Yes! There are many ways that artificial intelligence can be utilized within an organization, simplifying the work that would take an employee much longer to complete. Many repetitive backend tasks can be assigned to AI tools that are better at automated work, freeing up employees for more creative, application-based tasks. AI integration in HRIS tools has been a revolutionary use of such technology and it has simplified the more menial HR tasks so workers can focus on improving the employee experience on the job.

AI’s use in hiring and recruitment is not bad per se, but it has to be used for appropriate tasks that are within its capabilities. Using AI interviewers eliminates any human connection the company plans to build with its future employees, and when it is poorly done, it further shows that the company does not have mastery over its resources and will not care for its workers in the future. 

AI decision-making in hiring is being regulated more heavily compared to other applications of AI and there is a good reason for this. AI tools are not proficient at making decisions and neither do they have the ability to take human experience into account and respond appropriately. Using AI interviewers might be faster and cheaper for the business, but with the quality of the tools currently available, it is an incomplete solution. 

Utilizing AI in Hiring Will Only Cause Dissatisfaction Among Job Applicants

An automated hiring process can appear to be a convenient alternative to maintaining a fully-staffed recruitment team but it is hurting businesses right now. Most of us have likely been presented with an automated voice when trying to call customer service and it has always been a negative experience. Customers prefer to talk to a human when they have a concern or complaint, and the same can be said for an interviewee. 

When candidates join an interview, most are eager to convince the interviewer of their skills and abilities and make a case for themselves. Resumes don’t sufficiently represent a candidate’s work experiences and a lot can be learned about an applicant through their responses during an interview. Adding in an AI interviewer can make the interview more mechanical, causing the candidate to lose interest in the job. An empathetic, friendly face has always been the hallmark of a good interview experience, and that has not changed in 2025. 

AI-based decision-making continues to be unethical and disrespectful, and it could cause a company to lose face as well as lose qualified candidates who will look elsewhere for a job that better matches their principles. 

Transparency About The Automated Hiring Process Is Recommended

Companies that insist on using AI interviewers should consider informing candidates about the tool in advance. This will allow employees to prepare so they can fine-tune their responses or expectations accordingly. 

Transparency can also help inform candidates about how the automated hiring process works. Will the AI be the decision maker or will the interview be reviewed by a recruiter at a later date? Knowing that there will be human involvement will put some concerns surrounding AI use to rest.

It will also allow candidates to reject the interview if they don’t feel comfortable with the idea, which is best for both parties if they are not on the same page about AI use. Businesses that want to use AI in recruitment need to explore the tools carefully and test them repeatedly before putting them to work. These tools are still deeply flawed and knowing where their limitations lie can help improve their capabilities before they are presented to candidates. Becoming overly dependent on these tools without due diligence can be very dangerous for a business, regardless of the time and money it appears to save.

Subscribe to The HR Digest for more insights into the ever-evolving landscape of work and employment.

Follow on Google News Follow on Flipboard
Share. Facebook Twitter Pinterest LinkedIn Tumblr Email Copy Link

Related Articles

PwC’s Reorganization Efforts at its Advisory Arm Bring Positive Tidings

June 11, 2025 Law

Google’s Voluntary Buyouts Lead its Internal Restructuring Efforts

June 11, 2025 Law

BlackRock Layoffs to Affect 300 Employees in Favor of Strategic Realignment

June 10, 2025 Law

Understanding Functional Unemployment in 2025—Why Is It Important?

June 9, 2025 Law

Amazon Layoffs at Book Division Come for Goodreads and Kindle Employees

June 9, 2025 Law

JP Morgan’s tough stance on job-hopping, firing for early exits

June 9, 2025 Law
Top Articles

Accused of fraud, murder, fired exec awarded $500,000, 24 months’ notice

January 9, 202497 Views

5 Best Learning Management Systems in 2025

February 11, 202590 Views

Canadian Tire store under investigation for alleged exploitation of temporary foreign workers

October 2, 202490 Views
Stay In Touch
  • Facebook
  • YouTube
  • TikTok
  • WhatsApp
  • Twitter
  • Instagram
Latest News

Collective agreement: KSR International ULC

staffJune 11, 2025

Should employers offer athletic therapy as a benefit?

staffJune 11, 2025

Alberta worker claims gender discrimination after declining revised job offer

staffJune 11, 2025
Most Popular

Patient-Centered Care: Does Relocation Improve Outcomes?

June 12, 20250 Views

How Canadian employers can make a four-day work week work

June 11, 20250 Views

How one recruiter manages her job without an ATS

June 11, 20250 Views
Our Picks

Collective agreement: KSR International ULC

June 11, 2025

Should employers offer athletic therapy as a benefit?

June 11, 2025

Alberta worker claims gender discrimination after declining revised job offer

June 11, 2025

Subscribe to Updates

Get the latest human resources news and updates directly to your inbox.

Facebook X (Twitter) Instagram Pinterest
  • Privacy Policy
  • Terms of use
  • Advertise
  • Contact Us
© 2025 Human Resources Mag. All Rights Reserved.

Type above and press Enter to search. Press Esc to cancel.