The world of recruitment is changing fast, and artificial intelligence is now a key player in the hiring process for major companies. This shift is raising both enthusiasm and valid concerns—especially regarding glitches and data privacy—making it a hot topic for anyone involved in job applications.
Take Wafa Shafiq’s experience, for example. The 26-year-old marketing professional from Canada applied for a Marketing Specialist II role and soon found herself speaking with ‘Alex’—an AI recruiting agent from Apriora. Initially unaware that Alex wasn’t human, she was curious about this new approach to screening candidates.
Big names like the Boston Red Sox, Zillow, and Chipotle are also embracing AI to streamline their interviews. Yet, as AI systems become more widespread, viral videos showing technical hiccups and security concerns remind us that the technology isn’t perfect.
Shafiq shared her experience on TikTok, noting features like live transcripts and instant feedback that made the process feel modern and efficient. However, she quickly realised that the lack of direct personal interaction and undisclosed use of AI left some questions unanswered. Another candidate, Kendiana Colin, had an even rougher time when her AI interview abruptly ended due to technical errors—a moment she also captured on TikTok, sparking widespread discussion.
Regulators are starting to take notice. In the U.S., the Department of Justice now advises companies using AI for hiring to be upfront with applicants and to offer accommodations when needed. Over in Canada, though, similar transparency measures won’t be compulsory until 2026.
Despite these challenges, many see the benefits. LinkedIn research highlights that 74% of HR professionals believe AI helps in spotting qualified candidates, and a Resume Builder poll reports that 69% of companies are planning to use AI for assessments by 2025. This efficiency is driving widespread adoption across industries.
One key example is the AI platform Paradox, which has encountered its share of growing pains—most notably with security issues affecting McDonald’s recruitment system. Paradox acted swiftly to resolve the problem, underscoring its commitment to protecting candidate data.
The Fontainebleau Las Vegas hotel also turned to AI for help, recruiting 6,500 staff in a very short period. Their system, affectionately named ‘Morris’, managed after-hours recruitment, showing just how useful AI can be when it’s done right.
Industry leaders like Gino Rooney, CEO of Classet, believe AI can streamline early candidate screening and scheduling, making the entire hiring process smoother for everyone involved.
As AI technology continues to evolve, both applicants and companies are learning how to strike the right balance between technological efficiency and the personal touch we all value in an interview. If you’ve ever been frustrated by unclear communication or technical troubles during an interview, these developments might just offer a better, more transparent experience in the near future.
