Employers are now rolling out artificial intelligence simulating live, two-way screener calls using synthetic voices.
AI interviews over video. Job candidates converse with an AI “recruiter” that asks follow-up questions, probes key skills, and delivers structured feedback to hiring managers. The idea is to make interviewing more efficient for companies — and more accessible for applicants.
“A year ago this idea seemed insane,” said Arsham Ghahramani, co-founder and Chief executive of Ribbon, a Toronto-based AI recruiting startup “now it’s quite normalized.” Employers are drawn to the time savings. This is especially true if they’re hiring at high volume and running hundreds of interviews a day.
How much will AI be involved?
As AI handles more of the hiring process, most companies selling the technology still view it as a tool for gathering information, not making the final call. “We don’t believe that AI should be making the hiring decision,” Ribbon’s Ragavan said. “It should just collect data to support that decision.”.
A recent survey by Gallup revealed that 93% of Fortune 500 Chief Human Resource Officers (CHROs) have begun integrating AI tools and technologies to enhance business practices.
As a recruiter, I find myself grappling with the growing presence of AI in our industry. Can it really take over parts of my role? Can it effectively source candidates, interpret the nuances of past job responsibilities, or recognize that a company—despite multiple acquisitions—is still essentially the same employer?
So, can it truly assess whether a candidate aligns with a company’s culture, or understand what motivates them—beyond the resume—so we can tailor our pitch and truly connect?
My answer: not yet. And perhaps, not for a long time.
AI may streamline certain tasks, like resume screening or scheduling, but the art of recruiting—especially at the executive level—is built on intuition, experience, and human connection. These are things that can’t be fully automated. A seasoned recruiter brings empathy, insight, and the ability to navigate complexity in ways AI still can’t replicate.
In short, while AI may enhance how we work, it won’t replace the value of an experienced recruiter. Not now, and not in the near future.https://www.bloomberg.com/news/articles/2025-05-28/job-applicant-interviews-conducted-by-ai-offer-benefits-tech-glitches?accessToken=eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJzb3VyY2UiOiJTdWJzY3JpYmVyR2lmdGVkQXJ0aWNsZSIsImlhdCI6MTc0ODQ0ODU3MiwiZXhwIjoxNzQ5MDUzMzcyLCJhcnRpY2xlSWQiOiJTV1oyU0ZUMEcxS1cwMCIsImJjb25uZWN0SWQiOiJFM0ZFMjQyRTc3ODQ0NjI1QkVEMEU2N0M4OTE5REEwQiJ9.Nf5shHxy1klzX8ExOYQeX8kpj2jmzXg1wZj88VmTPM4&leadSource=uverify wall
The AI Recruitment Takeover: Redefining Hiring in The Digital Age, Keith Ferrazzi, March 27, 2025 Forbes.com
Author: Bretta Watkins June 2025
