Why Candidates Feel They Have to Cheat to Compete

Job interviews used to be the main stage for evaluating a candidate’s personality, qualifications, and cultural fit. But with the explosion of generative AI, that process is getting harder to trust.

Candidates are using AI tools to draft resumes, prep for questions, and in some cases, whisper real-time interview responses into their ears during live video calls.

While this may sound like deception - or even “interview fraud” - the reality is more complicated. Many applicants are simply trying to stay afloat in a hiring process already automated by employers. AI filters now scan resumes, bots conduct initial interviews, and platforms like LinkedIn and Workday sift through applications at serious scale, often without any human involvement.

It’s no surprise job seekers are turning to the same tools in order to compete.

The System Is Stressing Out Everyone

In a hiring environment driven by automation, even the most qualified candidates can feel like they’re having to game the system just to get seen. From the employer’s perspective, this creates a new challenge: distinguishing candidates who genuinely align with the role from those who are simply good at playing the part. Interviews can begin to feel more like auditions than honest conversations. A candidate might deliver a flawless answer, but is it theirs? And more importantly, will they be able to deliver once hired?

But this isn't just a tech problem. It's a symptom of a bigger issue: a hiring process that has become so impersonal and bloated that authenticity is fading on both sides.

So, what can employers do?

Back to Basics: What Employers Should Focus On

AI isn't going away, but employers can adapt their hiring practices to make interviews more meaningful and effective - without waging war on technology. Here’s how:

1. Prioritize Clarity and Simplicity
   Reduce the number of hoops candidates must jump through. Job ads should be clear, not stuffed with buzzwords or unrealistic requirements. Interviews should be structured with consistency and purpose - not just to “test” candidates, but to understand how they think and solve problems.

2. Use AI Intentionally (and Transparently)
   If you’re using AI to screen resumes or schedule interviews, be open about it. Transparency builds trust. Watch out for bias - ensure your tools aren’t unintentionally filtering out qualified candidates based on rigid keyword matching or biased algorithms.

3. Add a Human Touch Back into the Process
   Even one live, in-person or video interview with a hiring manager can reveal more than AI ever could. Don’t outsource your entire hiring process to tech. People still hire people and real conversations matter.

4. Watch for Overperformance, Not Just Overpreparation
   If a candidate sounds like they’re reading a script, it’s worth digging deeper, but also recognize that strong preparation isn’t a red flag. Ask follow-up questions that require personal insight or real examples. A good interviewer knows how to go off-script.

5. Rethink What “Prepared” Really Means
   Many applicants view interviews as gates to pass rather than conversations to engage in. To change that, employers need to shift the tone: Make interviews more reflective of real work scenarios, not just canned Q&As.

From Fake to Forward-Thinking

The old way of interviewing isn’t working - for applicants or employers. Instead of trying to “catch” candidates using AI, consider how your process might be unintentionally encouraging it.

Need help updating your interview process or evaluating AI tools in hiring? Let’s talk about how to build a smarter, more human-centered hiring strategy.