The rise of generative AI has brought a wave of innovation to nearly every part of business—including hiring. With tools that can transcribe, analyze, and even conduct interviews, it’s natural to ask: Can AI do interviews for me?
The short answer? Yes—but not entirely, and not yet without risks. Let’s explore what AI can do in the interview process today, what it can’t (or shouldn’t) do, and where the future might take us.
What AI Can Do in Interviews Today
1. Screening and Pre-Interview Assessments
AI tools can automate the first layer of interviews by conducting structured, pre-recorded video interviews or chat-based screenings. These systems ask candidates pre-set questions and analyze responses using natural language processing (NLP) and sentiment analysis. They can assess:
- Communication skills
- Technical knowledge
- Cultural alignment (via keyword or tone analysis)
This saves time for recruiters by filtering out unqualified candidates before a human ever gets involved. Additionally, it can allow humans to oversee the screening process but not execute the calls themselves. Tools like “Anna” from PSG are offering this capability now.
2. Interview Scheduling and Coordination
AI-powered tools like Calendly and Clara simplify the logistics of getting candidates and hiring managers in the same (virtual) room. Some platforms now go further by integrating with ATS systems to trigger outreach and reminders automatically.
3. Interview Transcription and Analysis
Real-time transcription tools (like Otter.ai or Fireflies) can record and transcribe interviews, then summarize key points, flag potential concerns, and even suggest follow-up questions. This enhances decision-making and consistency, especially in high-volume hiring.
What AI Can’t Do (Yet)
1. Build Genuine Human Rapport
Interviews are as much about connection and trust as they are about qualifications. A candidate might ace an AI interview but fail to bond with a team. Human intuition picks up on subtle cues—humor, hesitations, empathy—that AI can’t interpret effectively (yet).
2. Handle Complex, Unscripted Conversations
While AI can ask pre-set questions, it struggles with dynamic, free-form conversations. If a candidate asks about team dynamics or wants to brainstorm solutions in real-time, an AI interviewer may fall flat, or defer to a human that can answer the question at a later time. This is key when navigating complex hiring environments that will need to be managed by a staffing agency or Employer of Record (EOR).
3. Make Ethical, Inclusive Judgments
AI models can inherit biases from the data they’re trained on. If not designed and monitored carefully, they might unintentionally penalize candidates for non-standard speech patterns, accents, or educational backgrounds. Human oversight is critical to avoid reinforcing systemic inequities.
Should You Let AI Conduct Interviews?
It depends on your goals.
- For high-volume, early-stage screening? Yes—AI can save hours and provide consistent evaluation criteria.
- For senior roles or culture-critical hires? Not yet—human interviews remain irreplaceable for nuanced decision-making.
- For a hybrid model? Absolutely—AI tools can enhance the human-led process by reducing administrative burden and surfacing better insights.
The Future: Augmented Interviews, Not Automated Ones
In the near future, we’re likely to see more AI-augmented interviews, compared to fully AI-run ones. Imagine:
- An AI assistant that sits in on a Zoom call, transcribes, and highlights potential red flags
- Custom questions generated in real-time based on a candidate’s resume or LinkedIn profile
- AI that offers interview coaching to hiring managers, helping reduce unconscious bias
These tools are already on the horizon, and when used responsibly, they can make hiring faster, fairer, and more focused.
Final Thoughts
So—can AI do interviews for you? It can handle parts of them, and it’s getting better every day. But for now, think of AI as your hiring copilot, not your replacement. By combining human judgment with machine efficiency, you can create an interview process that’s smarter, faster, and more equitable for everyone involved.
