How AI is changing the job search — and how to make it work for you

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How AI is changing the job search — and how to make it work for you

More than half of companies surveyed say they use AI in hiring, and more than a third say they use it for interviews

By Brian O'Connell, Quartz

Updated Yesterday

Artificial intelligence is influencing gains and losses in the job market, and it’s doing so right off the bat in job interviews.

The technology has a heavy hand in the hiring process, according to a Resume.org study, with 57% of companies saying they leverage it during the hiring process.

“AI is having a huge impact on the front-end of the interview process in particular, from assisting in screening resumes, matching candidates to job descriptions and competencies, as well as even chatbots engaging with candidates to ask qualifying questions,” said Brandon Welch, senior director of talent acquisition at BambooHR.

Some other data points from the study reveal the scope of AI's impact on hiring:

34% of companies say they’re relying on AI for job interviews

33% if businesses say AI will handle their company-wide hiring process by 2026

74% report that the technology has improved the quality of their hires

75% of company decision makers say they’ll green-light AI to reject candidates without any human oversight

57% of companies using AI worry that it screens out qualified candidates, and 50% fear it introduces bias

How companies are using AI for hiring purposes

Career management specialists say AI has become the gatekeeper of the hiring process.

“The technology screens cover letters, and is increasingly being used to interview people as well, especially for jobs that involve defined knowledge such as customer support,” said Vasant Dhar, a professor at New York University's Stern School of Business and the author of "Thinking With Machines: The Brave New World of AI." “AI is also being used to analyze responses to interview questions and to provide an overall assessment of candidates.”

Research shows that for well-defined tasks, AI does better than humans at interviewing candidates, as judged by humans, Dhar noted.

“It tends to cover the major interview topics more consistently than humans and collects more hiring-related information,” he added. “Equally interestingly, many humans find an AI interviewer more preferable.”

The in-person interview is shifting, with AI calling the shots

AI is changing behavior on both sides of the table, and not always in the ways people expect.

“On the employer side, yes, AI is automating screening and summarizing candidate info faster,” said Ariel Brito, chief of staff at Valon, an AI-native regulated finance services company. “But the bigger shift is what's happening to signal quality. Traditional automated coding screens and behavioral assessments? They're becoming less useful because candidates can game them with AI tools. We've had to adapt.”

AI is especially on the rise in in-person interviews.

“When candidates can use AI to polish resumes and prep answers, the live conversation is where you see how someone actually thinks, adapts to new information, and makes decisions under uncertainty,” Brito said. “The human interaction is more signal-rich than ever.”

AI interview questions that job applicants can expect

There's a bigger emphasis on the interview process now because of AI — and it's more thorough.

“You won't hear scripted questions anymore,” said Ali Gohar, chief human resources officer at Software Finder, a software discovery company. “Instead, there will be unscripted conversations to assess emotions, adaptability, and decisions.”

Hiring managers are looking for these micro signals during interviews, Gohar noted.

“They're making their decisions on your answers and your reactions,” he said. “They watch to see how a candidate reacts to being thrown a curveball or how they respond to being asked for detailed explanations.”

Job interviewees should be prepared to answer specific questions like, "How do you collaborate with AI in your workflow, and what are the steps you take?" “

Job candidates should also be prepared for detailed questions, depending on the industry they’re in. Some of those questions could include, "What AI tool have you found useful for X $TWTR 0.00% task and why?" and "What are the direct results of that specific automation?” Gohar said.

Those interview questions are designed to determine whether you can really work with AI. “They're also specific enough to differentiate between people who are AI literate and those who are just using AI tools but don’t know what they are doing,” Gohar added. “Employers want people who are knowledgeable, able to think critically about AI, and can correct outputs if they're wrong.”

The visuals AI interviewers are tracking

Artificial intelligence interview bots also have instructions to focus on visual cues when engaging with job candidates.

“AI is looking at your tone, pace, eye contact, and even facial expressions,” Gohar said. “It's looking to detect inconsistencies, so job candidates should avoid being flagged.”

An easy way to prevent that is to practice your body language. “Your goal is to look confident,” he added. “And make sure your answers to all questions are logical and result-driven.”

How job applicants can outperform in AI-driven chatbot interviews

Candidates can outperform AI interviews by treating them as live interviews, even when they feel automated. In general, be concise, professional, and specific in your responses. “Avoid vague language or one-word answers, even if the question seems simple,” said Tanisha Mighty, an HR job recruiter at Saatva, a New York-based luxury sleep company.

Based on what Mighty’s seen in modern recruiting systems, AI chatbot responses often feed directly into candidate scorecards or scoring models. “That means thoughtful, well-structured answers can significantly boost your results,” she said. “The candidates who do best are those who take the process seriously, communicate clearly, and consistently demonstrate how their skills align with the role.”

During that interview, the trick is to look natural and to be specific.

“AI struggles with long answers and cultural nuances. It's primarily looking for relevance and structure,” Gohar noted. “Answer each question as if it’s a case study. State the situation, the action, and the result.”

Additionally, include specific examples and numbers whenever possible. “The bots are designed to filter out those who don't know their field. So be confident and know the information you're speaking about,” Gohar advised.

Job seekers should also know that most AI agents are involved in the front end of the process; they’re looking to match against keywords, requirements, eligibility, and inconsistencies.

"Make sure to answer directly and exactly what’s being asked without adding a bunch of unnecessary or unrelated context,” Welch advised. “Mirror the job description in the language you use when answering the question, as long as it’s truthful.”

Knockout questions are also common areas for AI use, so be clear and crisp when answering them. “If any question is ambiguous, try asking a clarifying question while including some kind of answer at the same time as an example, even if you’re not completely sure you’re on the right track,” Welch added.

Both sides can leverage AI in job interview scenarios

Job candidates should recognize that AI is changing the experience for both parties and leverage the technology where they can.

“Candidates are using it to tailor resumes and cover letters, which means more applicants look like dream candidates on paper,” said Matt Poepsel, vice president of talent optimization at The Predictive Index and author of "Expand the Circle: Enlightened Leadership for Our New World of Work." “That shifts the burden to the interview itself. It's now less about screening and more about verifying fit.”

On the employer's side, hiring managers need to hear a strong voiceover of the experiences listed on a resume: context, judgment calls, and what actually happened.

“At the same time, companies know they need AI-capable talent, but they're moving past vague 'AI literacy' as a checkbox,” Poepsel noted. “Smart interviewers are asking for specifics with questions like 'What are real examples of your productivity gains, experimentation, and how you chose which tools to use for which problems?'"

Perhaps the best move for job candidates in the AI age is to stop thinking of chatbot interviews as something to outsmart.

“The best employers use them for efficiency, pattern recognition, and fairness, and not as ‘gotcha’ tools,” Poepsel said. “What actually gets measured isn't your ability to use AI. It's how you think through problems when structure is limited, and answers aren't obvious.”

That’s why it’s a good idea to treat the AI-powered hiring process like a structured behavioral interview, with specific examples, clear reasoning, and a consistent story. When the process doesn’t seem fair, try not to sweat it too much.

“If the employer is using AI purely as a knockout filter with no regard for actual fit, they're doing you a favor,” Poepsel added. “You don't want to work there anyway.”