Screening Talent With AI in 2025

As AI continues to transform how companies attract and evaluate candidates, hiring processes are becoming more streamlined—but also more complex. From AI résumé writing tools to interview coaching bots and onboarding chat assistants, we are seeing a significant shift in how candidates present themselves and how employers make decisions. But amid this wave of innovation, one critical truth remains: a strong résumé, even one polished with AI, does not always equate to a strong employee.

Companies need to use AI wisely, not just as a speed tool, but as a strategic asset—while still keeping the hiring process grounded in sound judgment, human connection, and practical evaluation. In this second installment of our blog series on hiring and onboarding practices, we break down seven essential ways to adapt your hiring strategy with AI—while avoiding its common pitfalls and protecting what matters most: finding the right person for the role.

Understanding the Gap Between Appearance and Ability

Many organizations rely on automated résumé screening systems to reduce the time spent filtering through applications. These systems, powered by AI, focus on keywords, formats, and structured information. However, these tools are not equipped to detect essential qualities such as interpersonal skills, adaptability, or cultural fit.

The ease of access to AI résumé builders has made it simple for job seekers to produce standout applications. While this can be helpful for leveling the playing field, it also creates a false sense of qualification in some cases. As a result, employers should treat résumés as a starting point—not a decision point.

• 78% of job seekers have used ChatGPT or a similar tool to write or enhance their résumés.
• 52% of hiring managers have discovered that new hires who seemed promising on paper did not meet performance expectations once on the job.

To address this, consider integrating skills-based assessments, project-based simulations, or structured behavioral interviews as part of your hiring workflow. These tools offer a more reliable glimpse into how a candidate might actually perform once hired.

Verifying AI-Enhanced Résumés

In an age where AI can generate professional summaries, edit job descriptions, and insert impactful phrases, it has become increasingly difficult to distinguish authentic achievements from polished exaggerations. This raises concerns about résumé integrity—especially in roles requiring specific credentials, certifications, or measurable outcomes.

Employers should strengthen their background check process and coach interviewers to recognize vague or inflated claims. Instead of relying on surface-level answers, the interview should probe for deeper context around project scope, team dynamics, and personal contributions.

• 32% of job seekers admit to exaggerating job titles, roles, or achievements on their résumés.
• The Society for Human Resource Management (SHRM) notes that discrepancies are found in nearly 33% of professional background checks.

A structured verification process—such as checking references, verifying credentials, and conducting post-interview validations—ensures that AI-generated content doesn’t mask a lack of substance.

Personalizing the Hiring Experience in an AI-Driven Process

While automation helps move things faster, candidates still want a hiring experience that feels personal, respectful, and transparent. Unfortunately, AI tools can sometimes lead to overly standardized communication, especially when companies rely on automated emails, generic interview scheduling, or templated follow-ups.

The key is to let AI handle the administrative load—like appointment setting or initial screening—while humanizing the candidate journey through personalized engagement. Hiring teams can reference specific projects, recognize niche skills, or comment on aspects of a candidate’s background that align well with the team.

• 77% of job seekers say a personalized experience influences their decision to accept an offer.
• 66% of candidates expect clear and timely updates throughout the hiring process, especially after interviews.

Building a thoughtful process—where automation supports, but doesn’t replace, genuine communication—can differentiate your company in a competitive job market.

Using AI to Support, Not Lead, Panel Interviews

AI is increasingly being used to transcribe interviews, score candidate responses based on predetermined criteria, and even flag potential biases in questioning. When used correctly, these tools can make panel interviews more equitable and consistent across the board. But they are most effective when they support structured conversations—not replace them.

A strong panel interview still depends on the people in the room. AI can assist by standardizing evaluation methods or surfacing key discussion points, but it cannot replace collective human judgment. It is also important to evaluate whether AI’s scoring criteria align with the actual competencies needed for success in the role.

• Research from the University of Iowa shows that structured interviews are nearly twice as effective at predicting job success as unstructured interviews.
• According to Harvard Business Review, organizations using AI in hiring processes report up to 25% improvement in fairness and bias reduction when paired with human oversight.

Teams should treat AI as a secondary observer—capable of adding insight, but not making final decisions.

When Candidates Use AI During Interviews

Some candidates are now using AI tools during live or virtual interviews—either to help formulate answers in real-time or to prepare heavily with AI-generated practice responses. While this may raise concerns about authenticity, it also reflects how technology is becoming embedded in day-to-day workflows. Employers should expect a level of tech fluency among candidates and design interviews accordingly.

It’s not enough to ask general questions and expect honest, off-the-cuff answers. Instead, focus on real-time problem-solving and ask layered questions that require personal context and applied judgment.

Best practices include:

• Stating clearly whether AI assistance or note use is permitted in remote interviews.
• Asking follow-up questions that challenge surface-level responses.
• Presenting scenarios or case studies that require on-the-spot thinking.

If AI is shaping how people prepare, then employers should evolve how they evaluate. It’s not about penalizing candidates for being resourceful—it’s about creating interview environments that test originality, clarity, and decision-making.

Training Hiring Managers to Ask the Right Questions

AI tools can suggest interview questions or generate feedback templates, but human interviewers still need to know how to ask the right questions, listen critically, and assess nuanced responses. In particular, situational and behavioral questions remain some of the most reliable methods for evaluating future performance.

Many team leaders or department heads are involved in interviews without ever receiving formal training. This leads to inconsistent evaluations, bias, and missed red flags—or worse, missed opportunities to hire great talent.

• 41% of hiring managers receive formal interview training.
• Behavioral interviews, particularly those using the STAR method (Situation, Task, Action, Result), continue to be among the most predictive techniques for assessing job performance.

Investing in interviewer training—including calibration sessions, mock interviews, and scorecard reviews—builds confidence, consistency, and better outcomes.

AI in Onboarding: Supporting Retention Through Automation and Insight

AI can also enhance onboarding by providing automated task management, customized learning paths, and real-time support for common questions. This is particularly valuable for hybrid or remote teams, where traditional in-person onboarding isn’t always feasible.

However, the danger lies in over-automation. New hires still need to connect with their team, feel welcomed, and have access to live support when needed. AI should serve to enhance those experiences, not replace them.

• 12% of employees strongly agree their company does a great job onboarding—leaving much room for improvement.
• Organizations with structured onboarding processes improve new hire retention by 82% and productivity by over 70% 

An effective onboarding experience blends efficiency with engagement. A chatbot can answer routine HR questions—but only a real conversation builds trust and culture alignment.

Hire Smarter, Not Colder

AI offers significant advantages in speed, consistency, and scalability—but it does not eliminate the need for discernment, empathy, or conversation. The best hiring strategies today are those that combine automation with human insight, and efficiency with emotional intelligence.

The goal isn’t to eliminate people from the hiring equation—it’s to empower them with the tools to make better, more informed decisions. Résumés can be finessed. Interviews can be coached. But great hires are discovered when you look beyond the surface and invest in understanding the person behind the application.