Date Published: July 2026
A hiring manager at a New York City nonprofit thought they had found the ideal candidate. The applicant interviewed exceptionally well—confident, articulate, and seemingly well-qualified. But within weeks of joining the organization, it became clear the employee struggled with the very work she had been hired to do.
Looking back, the warning signs became more apparent: polished but generic responses, language that closely mirrored the organization’s website, and consistently structured, three-part answers that now seemed more machine-generated than authentic. The manager suspects the candidate relied on an AI assistant such as ChatGPT during the virtual interview.
Misplaced Confidence
Stories like this are becoming increasingly common. Ben Eubanks, CEO of Lighthouse Research & Advisory, says employers across industries report candidates who excel during interviews but fail to demonstrate the same capabilities once on the job. In some cases, AI doesn’t just convince the interviewer—it appears to convince the candidate as well, creating misplaced confidence in their ability to perform.
This growing concern reflects a new challenge for hiring teams. While employers have always expected candidates to prepare thoroughly, AI introduces a different level of uncertainty. Hiring managers are increasingly questioning whether they are evaluating a candidate’s actual knowledge and skills—or a highly polished AI-assisted performance.
Recent Gartner research highlights just how widespread AI use has become throughout the hiring process. By the end of 2025, nearly half of job applicants reported using AI at some stage of their job search, up from approximately 40% the previous year.
What Purpose Does it Serve?
For many candidates, AI serves legitimate purposes such as improving resumes or drafting cover letters. However, the same research found that:
- 32% use AI to generate writing samples.
- 26% rely on AI to answer assessment questions.
- 13% admit to using chatbots in real time during job interviews.
While these tools can improve efficiency, they also present new risks. According to Caroline Ogawa, Director at Gartner, HR leaders are seeing an increase in “regrettable hires”—employees who fail to meet expectations after being hired. Overreliance on AI during the interview process is emerging as one contributing factor.
As AI continues to reshape recruitment, organizations are rethinking how they assess candidates. The challenge is no longer simply identifying the best résumé or strongest interview—it is ensuring the person behind the screen has the skills, judgment, and experience needed to succeed once they join the team.
By Bretta Watkins
