When you suspect a job candidate is having AI feed them answers to your interview questions, it’s tempting to play detective—maybe their answers feel too polished, or there’s a slight delay before they respond. But calling someone out for using AI during an interview can come off as hostile, and it doesn’t reveal what matters most: whether the person has the human skills your team needs. Here’s how to focus your evaluation on the skills AI can’t replicate.
Watch how they read the room. Start by establishing a baseline for the candidate’s communication style. Then adjust your tone and body language or push back on an answer to see how they respond. You’re looking for self-awareness, adaptability, and the ability to pick up on social cues.
Test how they think through complex ideas. Skip fact-based questions and present messy, ambiguous scenarios. Ask how they’d handle the situation and listen closely to how they reason, make connections, and refine their ideas.
Notice how they ask questions. Post vague questions to see if the candidate asks for clarification or more information. Thoughtful follow-ups signal curiosity and critical thinking.
Shift the format. Pay attention to how the candidate responds when you go off script. Ask them to talk through a past project or even show their process live on screen. The goal is to watch whether they can stay composed, think on their feet, and explain their reasoning in real time.
Consider a group interview. Collaborative tasks with multiple candidates reveal how well someone listens, leads, and contributes to shared problem-solving.
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