If you received two responses to the same interview question, could you tell which one was written by a human and which by AI?
If you’re unsure, you’re not alone. Recent university research by Milo Heard found that humans could only identify AI-written interview responses correctly 52% of the time. That’s essentially a coin flip. Even more interestingly, AI-generated answers were often rated as more professional and hireable than genuine human ones.
The benchmark for what makes a “good” interview answer is evolving. As hiring managers, this presents an opportunity to refine how we assess candidates. Here’s how you can maintain authenticity in your recruitment process whilst embracing what AI brings to the table.
The new hiring landscape
Online and asynchronous video interviews have become standard practice, with around 58% of companies now using AI-powered tools for video interview analysis. Candidates have access to more preparation resources and AI assistance than ever before. In fact, 31% of candidates now use AI to prepare for interviews, and 21% use it to research companies. This means the line between authentic performance and AI-enhanced responses is naturally becoming less distinct.
This shift creates interesting tensions. Whilst many candidates view AI as a helpful preparation tool, 24% of hiring managers feel it suggests a lack of genuine effort, and 17% find it impersonal. Rather than viewing this as candidates “cheating”, it’s worth recognising that hiring processes may increasingly favour synthetic polish over the genuine capabilities that matter most. When you’re building teams that need to perform, collaborate, and adapt in real-world situations, this shift is worth paying attention to.
Why authenticity still counts
AI excels at crafting polished sentences, but the qualities that make someone genuinely valuable in the workplace (empathy, resilience, their approach to problem-solving, how they connect with others) remain distinctly human.
There’s often a gap between highly polished interview responses and actual performance. Someone might present brilliantly in writing but find their stride differently when navigating a challenging client conversation, working through team dynamics, or adapting to changing priorities. The most successful long-term placements tend to come from relationships built on authentic communication and mutual trust from the very first interaction.
Four ways to adapt your hiring process
-
Rethink your interview questions
Those “Tell me about a time when…” prompts are easily prepared for with AI assistance. Situational questions that require in-the-moment reasoning work better: “You’re halfway through a project when the client completely changes the brief. Walk me through your next steps.”
These questions invite spontaneous problem-solving rather than polished storytelling, giving you better insight into how someone actually thinks.
-
Build in spontaneity
Include elements that reveal how candidates handle the unexpected. In live interviews, follow up with unplanned questions that dig deeper. In asynchronous formats, consider revealing one question only when recording begins, giving candidates an opportunity to show how they think on their feet.
-
Look beyond perfect polish
When a response sounds unusually formal or perfectly structured, it’s worth exploring further. Experienced interviewers can develop an eye for this and use follow-up questions to understand the personal experience and reasoning behind polished answers. This isn’t about catching people out, it’s about getting to know the real person.
-
Use technology thoughtfully
AI detection tools can be useful for flagging patterns, though they’re not definitive. They work best as part of a broader approach that combines smart technology with human insight. The most effective strategy is designing processes that naturally encourage genuine engagement rather than rehearsed performance.
The bigger opportunity: Embracing change
AI isn’t going anywhere, and that’s actually a positive development. Like spellcheck or grammar tools before it, AI is becoming part of how people prepare and present themselves professionally. Rather than fighting this evolution, forward-thinking organisations are using it as a catalyst to refine what they’re really assessing.
The opportunity here isn’t to restrict AI use, but to evolve recruitment practices that bring out distinctly human strengths: creativity, emotional intelligence, and adaptability. When you design interviews and assessments that reveal these qualities, you’re looking beyond what AI can produce and focusing on what actually predicts success in the role.
Moving forward
AI is reshaping recruitment in ways that create new possibilities rather than just new challenges. By refreshing your questions, building in spontaneity, looking past surface-level polish, and using technology as one tool among many, you can develop a hiring process that identifies people with genuine capability and potential.
The candidates who’ll truly thrive in your organisation are those who think critically, communicate authentically, and adapt when circumstances shift. A well designed hiring process finds these people regardless of what preparation tools they’ve used.
Ready to refine your recruitment approach for the AI age? At BMS, we specialise in helping businesses hire exceptional sales, marketing, and engineering talent who deliver real results. Get in touch today to discuss how we can support your hiring goals.
