Comment by Aurornis
1 day ago
AI interview cheating tools are becoming very popular among younger people. Some times it’s easy to spot, but others are getting very practiced at using the AI and covering the pauses with awkwardness or “you’re cutting out” tricks.
It has become the most common topic in the hiring sub forum of a manager peer group I’m in.
The companies who can afford it have added in-person final stage interviews. Candidates who do okay in simple remote technical screens but can’t answer basic questions in person are rejected. It’s a huge waste of time and money, but it’s better than the cost of a bad hire.
The A.I. use isn’t limited to technical screens. The people who use gen AI use it everywhere: Their resume, behavioral questions, and even having ChatGPT write S.T.A.R. style responses that are wholly fabricated for them to repeat later.
Verified reference checks are more important than ever. Few people will actually come out and give a negative reference check, but talking to someone can reveal very different pictures about the person’s work. I’ve had calls where former managers of a person told me they worked on something completely different than what was claimed on the resume. Sadly I would have probably hired the person if they had been honest about not having direct experience in our domain, but once you catch someone lying so directly it’s hard to trust them for anything else.
> The companies who can afford it have added in-person final stage interviews.
Wild how something that used to be nearly 100% industry practice (in-person interviews, not just final stage), is now something you only do if you "can afford it"? Are plane tickets and hotels more expensive now than back in 1990? Remote interviews seem to be a huge mistake, as companies are finding out.
Way more candidates, from further away, for every single position.
Would be interested in hearing more about (and maybe joining) the manager peer group if that's a possibility.
>"Sadly I would have probably hired the person if they had been honest about not having direct experience in our domain, but once you catch someone lying so directly it’s hard to trust them for anything else"
I heard this time and time again, where omitting information - that would otherwise require a lie - looks better and would give a recruiter more lean towards hiring, but I highly doubt it pragmatically. Without even listing direct domain expertise in the first place, I actually doubt you would have hired them - let alone advance them to the stage of hiring that requires the vetting and scrutiny, that you did to find those inconsistencies.
I think recruiters are so soured by false notions in resumes and professional work experience (for good reason), but that they delude themselves that they'd seek to entertain those with a lack of sought-after experience in resumes and work experience at all. It's not bad to truthfully say that you wouldn't entertain either applicant in those scenarios.
I am frankly mystified on why companies like Thompson haven't capitalized yet on this opportunity to proctor remote interviews.