The use of AI in hiring has led to a strange paradox: technology can go through thousands of resumes in mere seconds, but it still needs real humans to supervise the process.  

We’re seeing this in every role we hire for AI, whether it’s NLP engineers, ML engineers, Computer Vision experts, you name it. 

Plus, you’ll see enterprise companies like Google and McKinsey that are now bringing candidates back into conference rooms, even for remote roles.

The reason is simple: AI can’t always separate genuine skill from clever shortcuts. And this holds true even when hiring for AI-related job roles. 

Thus, traditional hiring is now making a comeback so recruiters (and employers) can use these in-person interactions to verify skills, assess judgment, and see candidates in action.

How is AI changing the hiring process?

AI has become the first gatekeeper in hiring. It can scan hundreds of resumes in seconds, highlight keywords, and even run coding tests. 

But the problem: AI can flag “skills,” but it can’t read nuance.

It doesn’t notice body language, culture fit, or instinctive problem-solving. It can’t tell if someone can explain a complex idea clearly in a meeting, or how they respond under real pressure.

Plus, with AI, candidates are getting smarter too. They’re using AI tools to work on intricate resumes, mass-apply to different jobs, and generate quick answers for technical tests. 

Why AI can’t fully replace face-to-face interviews

AI is everywhere in hiring. And yes, it’s a super useful tool. But with the utility comes some implications. 

Take technical tests, for example. Candidates can now use tools like ChatGPT or Claude to generate answers for coding challenges or problem-solving exercises. On paper, it looks perfect. In practice? 

You have no idea if they can actually solve problems under pressure or how they’ll work in a team. 

Then there are soft skills. 

Empathy, judgment, communication, and cultural fit, all these are impossible for AI to measure. That’s why firms like McKinsey, Google, and other tech giants insist on in-person interviews, even for remote roles. 

Fraud is another blind spot. AI can’t detect candidates impersonating someone else or exaggerating credentials. 

Human interaction adds a layer of verification that technology alone can’t provide.

Plus, we’ve seen candidates enjoy interacting with recruiters. According to a SHRM report, 70% of candidates prefer having the interview in person. 

Considering all this, you can’t rely on AI completely to get the job done (which is why our trained recruitment team helps you hire for these roles – and you don’t have to worry about a thing!)

Implications for Job Seekers

We’re seeing candidates using AI tools to work on intricate resumes, mass-apply to different jobs, and generate quick answers for technical tests. 

What they don’t realize: experienced recruiters and hiring managers can spot when AI has been overused or when someone is leaning too heavily on shortcuts. 

That means your best bet isn’t trying to “game” the system. It’s when you tap into actual skills (and yes, it’s okay to not always know the right answer as long as you try). 

1. Show genuine expertise.

Whether it’s coding, problem-solving, or analytics, focus on work you can demonstrate. Build a portfolio, share past projects, and be ready to talk through your thinking.

2. Lean on vetted guidance.

Technical recruiters assess skills, verify experience, and can even coach you on how to present your strengths honestly. 

Partnering with recruiters who understand the field can make your application stronger than relying solely on AI tools.

3. Prepare for human moments.

In-person or live interviews are coming back for a reason. Soft skills, collaboration, judgment, and problem-solving under pressure are things AI can’t replicate. So make the most of these opportunities and show that you have what it takes to put in the work. 

4. Think long-term.

AI might help with short-term efficiency, but building a reputation for competence, reliability, and authenticity is what lands lasting career opportunities. Focus on real learning and real experience, the traits that are AI-proof. 

Advice for Employers

AI can save time and make initial hiring steps more efficient, but it’s NOT a replacement for human judgment. The most effective hiring strategies combine technology with hands-on evaluation.

1. Use AI as a first filter

AI is great at flagging keywords and even running preliminary assessments. But don’t let it be the only voice in your hiring process. 

Human oversight ensures you’re seeing beyond the data; besides, candidates don’t like it when they see too much AI during their interview process. 

2. Keep in-person rounds meaningful

Instead of relying on long, drawn-out interview cycles, use a short AI-assisted screening followed by one (or two at max) focused in-person rounds. 

This approach is much more friendlier and doable. 

3. Design assessments with AI-human collaboration in mind.

When creating coding tests, problem-solving exercises, or role plays, think about where AI adds value and where human evaluation is essential. 

For example, AI can score structured tasks, while humans assess creativity, judgment, and communication. 

4. Train your teams to spot AI shortcuts.

Recruiters and hiring managers need to be aware of AI-generated resumes, answers, or coding solutions. Being prepared helps maintain hiring integrity and ensures you’re evaluating actual capability, not AI output.

The main takeaway

The main point to remember here is, do the best you can. AI is just an ally for both employers and candidates. Use it where it makes sense, but don’t overdo it. 

And if you’re looking to fill a role, reach out to our specialist team and we’ll cover the rest.