Why Are Some Employers Using AI to Prescreen and Interview Candidates?

If you’ve applied for a job recently, you might have noticed something new about the process. Instead of speaking directly with a recruiter or attending a traditional first-round interview, you may have been asked to record video answers or complete an online screening test.

What’s behind this growing trend? The answer lies in the increasing use of artificial intelligence (AI) in recruitment.

The Pressure on Employers

Recruiters today face enormous workloads. Even a mid-level job posting can attract hundreds, sometimes thousands, of applications. Reviewing every CV manually is time-consuming, and many businesses—particularly smaller ones—simply don’t have the resources. AI offers a solution: automated tools that can quickly identify applicants whose experience and skills align with the job description.

AI is increasingly being used by employers to screen candidates.

How AI Screening Works

At its simplest, AI screening software scans applications for specific keywords, qualifications, and experience levels. More advanced systems go further, analysing video interviews, written responses, or even vocal tone and facial expressions. The goal is to streamline the early stages of hiring, allowing human recruiters to focus on shortlisted candidates.

Why Employers Are Using It

From an employer’s perspective, there are some clear advantages:

• Efficiency: AI can process hundreds of applications in a fraction of the time it takes a human.

• Consistency: Every candidate is assessed against the same criteria, reducing the risk of unconscious bias.

• Cost-effectiveness: Automating the early stages saves time and money.

• Convenience: Online assessments can be completed and reviewed at any time, removing scheduling issues.

  
  

The Drawbacks and Concerns

However, not everyone is comfortable with the idea of being judged by an algorithm. Jobseekers often describe AI-driven processes as impersonal and opaque. There are also serious concerns about algorithmic bias—if the data used to train an AI system reflects existing inequalities, those biases can be unintentionally reinforced.

Privacy is another issue, particularly when software analyses facial movements, tone, or body language.

Finding the Right Balance

AI can certainly make recruitment more efficient, but it works best when combined with

human judgement.

A balanced approach—where AI handles the initial filtering and humans make the final decisions—tends to produce fairer and more thoughtful outcomes.

Transparency is key; candidates are far more likely to trust the process when employers explain how AI is being used.

In Summary

AI in recruitment is here to stay, but that doesn’t mean the human element should disappear. Employers will need to balance technology with empathy, ensuring efficiency doesn’t come at the expense of fairness or personal connection.

Disclaimer

This article provides general information only and is not intended as professional or legal advice. Readers should seek appropriate guidance for their specific circumstances before making decisions related to AI recruitment or employment practices.