Imagine you submit a job application, receive an interview invitation, attend the interview, and receive a follow-up, without actually speaking to any human beings. In 2026, this is not science fiction, but a reality made possible by many companies as AI use increases. Currently, AI is transforming the world, being used increasingly in various fields from business to medicine to manufacturing. Its role in recruitment has evolved from a niche, experimental concept to a central part of many companies’ processes. However, it also presents unique ethical challenges and changes the nature of how people today are able to find jobs. Today, AI is being used by companies such as Amazon, Unilever, Procter&Gamble, Siemens, and Delta Air Lines to streamline hiring processes, turning a usually slow, manual process into a fast, data-driven one.
The most common platforms used are platforms like HireVue, Paradox.ai, and Eightfold AI. These AI platforms not only scan keywords, but they also use complex predictive analytics to compare applicants. They are used to instantly scan resumes, looking for certain keywords, skills, and experiences, and to rank applicants based on the quality of their job applications and what potential employee would be most suitable for the job.
Additionally, in many interviews, chatbots have direct, one-on-one conversations with applicants, generating and coordinating detailed interviews instantly. Video interview analysis (the most controversial method) is also a well-used format where the AI is used to analyze the applicant’s voice tone, facial expressions, and word choices to make deductions about them and assess their capability at the job.
According to the Society for Human Resources Management (SHRM), 86% of recruiters believe that AI is able to successfully streamline the hiring process, with instant communication through chatbots reducing applicants’ anxiety and keeping them well-informed. However, AI also faces significant risks. In some cases, it has been found to use dated, biased data in its selections, leading to discrimination against certain demographic groups. Some applicants also feel that over-relying on AI could make the application process feel rushed or impersonal, and sometimes the reason for rejection of a candidate by AI is not wholly clear. This has given the need for candidates to practice recording to AI video systems and for companies to attempt to make the AI more accurate and “human” in its selection.
