AI Interviews Are Here—But Are We Asking the Right Questions?

For years, HR leaders have said the interview process is flawed—too subjective, too time-consuming, too easy to game. Now, artificial intelligence is stepping in to help fix that.

But “AI interviews” aren’t a monolith. The term means different things depending on who you ask. For some, it’s automated video interviews with algorithmic scoring. For others, it’s real-time AI tools that guide human interviewers or analyze candidate responses for patterns.

The truth is, AI in interviews isn’t about replacing people—it’s about making our judgment more consistent, scalable, and informed. But to use it well, we have to understand what it’s actually doing, and where the real value lies.

What Do We Mean When We Say “AI Interview”?

Broadly speaking, AI interview tools fall into three categories:

Automated Interviews

Candidates answer pre-set questions in a one-way video or text format, and AI models assess their responses.

Interview Assistants (or “Helpers”)

These tools provide live support to interviewers—offering question prompts, capturing notes, or flagging missed competencies in real time.

Post-Interview AI Analysis

After the interview, AI parses transcripts or notes to identify patterns, summarize insights, and support structured evaluations.

Each of these serves a different purpose. But they all share one goal: helping humans interview more effectively, not more passively.

Why the Rise of AI Interviews Is Bigger Than Efficiency

Yes, AI interviews can reduce admin time, speed up evaluations, and help scale hiring across distributed teams. But the real promise is in decision quality.

When AI is used well in the interview process, it can:

• Standardize how candidates are assessed, reducing variance between interviewers

• Highlight red flags or standout signals that a busy manager might miss

• Help surface qualities tied to long-term success, not just interview polish

In other words, AI isn’t just about moving faster—it’s about making smarter calls, more fairly.

Where Things Get Tricky: Bias, Transparency, and the Human Factor

Applying AI to hiring raises valid concerns. If we’re not careful, these systems can reinforce the very bias they’re meant to remove.

That’s why the best tools don’t try to be judge and jury. They support the human process, not replace it. They’re transparent with candidates. And they’re built around structured data, not vague impressions.

For example, Crosschq’s AI Interview Agent doesn’t score candidates on their tone or facial expressions. It listens during live interviews, helps hiring teams focus on job-relevant signals, and creates structured takeaways—so decisions are backed by evidence, not gut feeling.

It’s a reflection of where this space is headed: away from black-box algorithms, and toward augmented decision-making.

Will Candidates Embrace AI in Interviews?

Many will—and for good reason. Candidates today are increasingly tech-savvy and open to innovation, but they also care deeply about how technology is used in the hiring process.

Clear communication matters. Candidates want to understand when AI is part of the interview experience and how it’s being used to support fair, consistent evaluation—not to judge them on tone or body language.

That’s why transparency is key. Just as you’d introduce a new recruiter or interviewer, teams should explain the role of AI tools, what data is (and isn’t) being captured, and how it contributes to a better experience.

When done thoughtfully, AI can actually make interviews feel more structured and equitable—ensuring every candidate is assessed on the same set of criteria, no matter who’s conducting the interview.

So, Should You Use AI in Interviews?

Only if you're willing to use it well.

Don’t chase automation for its own sake. Don’t use AI as a shortcut around training interviewers. And don’t buy into hype about machines outsmarting people at assessing fit.

Instead, think about how AI can make your interviews better:

• More structured

• More insightful

• More scalable

• And less biased

That’s the opportunity—and the responsibility.

Where to Start

If your team is struggling with inconsistent interviews, time-consuming note-taking, or debriefs that lack structure, AI can help.

Start small. Pilot a tool that sits alongside—not in place of—your interviewers. Look for solutions that align with your values and hiring framework. And always, always keep the human in the loop.

Crosschq’s AI Interview Agent is one way to do just that—supporting your interview process in real time, without interfering with the human connection that matters most.