Hiring in the age of AI: Why we should embrace, not fear, candidate AI use

When the internet first emerged, it changed the way we acquire and use knowledge. The focus shifted from rote memorization to the ability to search for and analyze information effectively. This profound change is now so deeply ingrained, that we can scarcely imagine life without the internet.

Today, with the emergence of AI, a similar question arises: How will it change the way we learn? How will it change the way we work?

Does using AI for various purposes constitute cheating? For instance, is it cheating to use AI to write a paper for school? To improve your CV when looking for a job? Or is it cheating when candidates use AI to help them pass professional interviews?

Furthermore, with AI’s increasing capabilities, another question is raised: Will some professions be replaced by AI? I don’t think so. Maybe this is wishful thinking, as some people say that talent acquisition will be among the first roles to be impacted. But in the end, I believe AI serves as a powerful tool to augment human skills and capabilities. I think it’s a situation of “If you can’t beat them, join them.” It can only make you a better professional no matter what your profession is.

This brings to mind a question I recently received from an engineering leader, who is also a very experienced interviewer: “If I suspect a candidate used AI to solve a coding question and ask them if they did so, and they answer no — What should I do?” This is a very good question. What should interviewers do if they suspect candidates use AI to pass interviews? Is it considered cheating?

While there’s much discussion about companies using AI to streamline their hiring process and reduce bias, It seems that there’s less discussion about AI usage from a candidate’s perspective and how companies should integrate it during their hiring process.

From my perspective, a clear principle should guide this discussion: If your organization is already integrating and utilizing AI in its day-to-day operations, then it is only logical and fair to permit candidates to use AI during their interview process.

Also, When hiring for roles within the dynamic tech industry, the assessment goes beyond core technical skills and competencies. Employers are also actively seeking individuals who consistently stay abreast of the latest technological advancements. Candidates who can effectively and intelligently leverage AI during the interview process demonstrate exceptionally strong adaptive capabilities. Those who can use AI in a smart and efficient way are likely the individuals you want on your team. It demonstrates they are adaptive, innovative, and resourceful.

Photo by Christina @ wocintechchat.com on Unsplash

What, then, does this evolving reality mean for hiring managers and interviewers?

First, as mentioned, you need to make sure your employees are using AI to improve their day to day job. Otherwise there’s no point of integrating this into the hiring processes.

Employees need to feel comfortable using AI in order to assess this ability accurately and fairly in candidates. Only when this internal comfort and integration are established should you formally consider and incorporate the use of AI into your official hiring process.

At Melio, this is an ongoing and crucial discussion we are having with our hiring managers. Our aim is to proactively assess a candidate’s proficiency with AI and transparently frame this expectation during the interview itself. Beyond merely assessing AI usage, this approach will allow us to maintain control over the interview situation and foster a crucial sense of transparency with candidates. Interviewers will no longer need to speculate or wonder if candidates are “cheating,” and candidates will not feel the need to conceal their use of AI. This open approach will enable us to accurately assess their ability to utilize AI in a manner that aligns with our company’s perception of its usefulness and value.

Second, this shift demands you to be a sharper interviewer. You will need to develop a refined ability to discern when a candidate has simply copy-pasted an answer directly from an AI generator without true comprehension. Crucially, you will then need to ask precise and probing follow-up questions designed to unearth a deeper understanding of the candidate’s thought process and underlying knowledge. The ultimate goal is to assess whether the candidate truly comprehends what they did, why they chose to use AI, and how they leveraged it to solve a particular problem. This goes beyond a simple “correct” answer; it’s about understanding their strategic application of the tool.

AI is evolving rapidly, a fact that should be considered when designing the interview process and setting expectations for both interviewers and candidates. Instead of integrating AI covertly into hiring, organizations should be transparent and discuss its role openly with hiring managers and interviewers.

This forward-thinking approach to AI in interviews ensures that our hiring process remains fair, relevant, and effective. By embracing the reality of AI as a professional tool, we create a level playing field for all candidates, allowing them to showcase their most up-to-date skills and problem-solving methodologies. Ultimately, this transparency and adaptability will not only enhance the candidate experience but also enable us to consistently identify and onboard the truly innovative and future-ready talent essential for Melio’s continued success.

To conclude, AI is not a shortcut. It is a new tool we need to get used to working with in many aspects of our lives, including our jobs. It can help us expand our capabilities and do our job even better. We don’t need to be afraid of it, but rather find a way to work alongside it. And to do so effectively, we need to be able to assess it as any other skill required for the job.

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