Hiring in the age of AI: 5 smart ways to assess candidates

By: Michelle Radman

As AI becomes more prevalent in hiring and job search processes, Waterloo's Co-operative Education team offers interview best practices for employers and guidance for students.  

Generative AI tools are rapidly reshaping the hiring process, prompting employers to rethink how they assess candidates. Instead of focusing on polished answers, many employers are shifting their approaches to evaluate how candidates think, communicate and apply their skills in real time. 

A thoughtful and transparent interview process supports fair hiring practices and helps hiring managers identify strong candidates. To help navigate the increasing use of AI, employers may consider the following: 

1. Be clear and transparent about AI use 

Set expectations early by clarifying interview formats, tools and any permitted or restricted AI use. Be upfront about how your organization uses AI in screening or interviews to build trust and avoid surprises.

For example, consider using a statement like this one in your job description: “Our recruitment process may use artificial intelligence tools to screen or assess applications. Human review is part of the decision‑making process. Candidates may use AI tools to support their job application preparation (e.g., practicing responses). However, submissions or interview responses must be your own and not generated verbatim by AI.” 

2. Design questions that reveal thinking

Use a mix of behavioural and scenario-based questions. Ask candidates to explain how they would approach a new situation or adapt their thinking. These responses are harder to script and give better insight into real ability.

3. Focus on authenticity, not perfection

Look for real-time reasoning and communication rather than flawless answers. Natural pauses in speech, curiosity and follow-up questions often signal a candidate's genuine engagement. 

For example, to learn more about a candidate, you might ask them to walk you through an example of how they’ve approached previous situations or follow up by asking them what was going through their mind as they worked through a problem.

4. Create space for genuine interactions

Consider in-person interviews or interactive formats when possible. These settings make it easier to assess communication, curiosity and engagement beyond a screen. 

For example, Waterloo’s co-op team can help you facilitate in-person co-op student interviews on campus. 

5. Keep humans at the centre of decisions 

AI is a tool, not a replacement. Maintain human oversight in interview decisions and refocus conversations on the candidate’s reasoning if responses seem overly scripted. 

For example, you might say something like “I’m hearing a very polished, general response, and I’d love to focus in on your specific perspective. Can you tell us more about what this looked like for you personally?” 

As AI continues to evolve, interview practices will need to keep pace.