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.
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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.
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