AI Interviews Are on the Rise, But Candidates Aren't Sold

Artificial Intelligence is transforming recruitment at pace. From CV screening to candidate sourcing, automation is helping employers move faster and more efficiently than ever before. But one development that is proving far more controversial is AI-led interviews.

Whether it’s one-way video interviews, automated questioning, or AI-driven assessments, more organisations are introducing technology into the interview process.

The problem? Candidates aren’t buying into it.

AI adoption in recruitment has accelerated rapidly in the UK

• Around 3 in 10 UK employers now use AI in hiring processes  

• 43% of large companies are already using AI to interview candidates  

• AI can reduce time-to-hire by 30% or more and significantly cut costs  

From an efficiency standpoint, the appeal is obvious. 

Hiring isn’t just about speed, it’s about experience. And as processes become more automated, candidates are starting to push back. We’re now seeing instances of candidates filming AI-led video interviews and sharing them online to call out impersonal or overly rigid processes. It’s a clear signal that while technology can improve efficiency, it shouldn’t come at the expense of a positive, human candidate experience. Because how you hire is now part of your brand, and it’s being judged more publicly than ever.

That shift is backed up by the data. Trust in hiring is declining, with 45% of UK jobseekers saying they trust recruitment processes less than they did a year ago, and 40% directly linking that to the increased use of AI. Candidates aren’t just skeptical; many are actively put off. 73% say they would be deterred from applying if AI is used in screening or interviews, and 67% believe it lacks the human judgement needed for fair decision-making. Much of this comes down to transparency. Many candidates don’t fully understand how AI is being used or how decisions are made, and when people feel like they’re being judged by a machine, trust breaks down quickly. 

If a candidate doesn’t buy into the interview process, it can be difficult to build genuine engagement or interest in the role. A strong interviewer can often influence that decision by selling the opportunity while also assessing whether there’s real mutual buy-in, not just from the candidate, but from the business too.

Why Candidates Don’t Like AI Interviews 

It feels impersonal

Candidates consistently report that AI interviews feel one-sided, robotic, and transactional. Without real interaction, it’s difficult to build rapport or feel engaged. A recent survey by Gartner found that of 2,901 job candidates, 68% said they prefer human interactions over those with AI/Chatbots and 26% said they would drop out of process if they had to interact with AI. 

It limits their ability to stand out

Strong candidates differentiate themselves through personality, communication, and how they adapt in conversation, not just the content of their answers. AI-led interviews can remove that dynamic, reducing candidates to scripted responses.  

As a result, many candidates feel these formats don’t allow them to perform at their best or fully showcase what they can bring to the table. 

It feels like a test, not a conversation

Because they’re one-way, AI interviews can feel more like an assessment than a conversation. Without the natural flow of dialogue, candidates aren’t engaging with a person; they’re responding to a process, which can make the experience feel impersonal and overly evaluative.

Concerns around fairness and bias 

Despite claims of objectivity, concerns remain that AI can replicate existing biases in data, and candidates worry about how they are being evaluated. Research shows candidates expect human involvement to ensure fairness. 

Where AI Does Work 

However, it’s important to be balanced and AI isn’t the problem. Misuse is. 

AI can add real value at certain stages of the recruitment process, particularly for initial screening. For example, using AI to handle basic screening questions can help speed up early-stage filtering and improve efficiency. The key is setting clear expectations; candidates should know this is just the first step, and that the next stage will involve a human conversation.

In fact, 67% of HR leaders say AI improves hiring efficiency, but the issue arises when it replaces human interaction entirely.

To keep candidates engaged and protect your employer brand, AI should be used selectively, not as a full replacement. Introduce human interaction early in the process, be transparent about how AI is used, and regularly review your approach to ensure it enhances, rather than detracts from, the overall candidate experience. 

Reviewing your hiring process? We can help you add that human touch, contact us today.