The Robot Will See You Now: Navigating AI Interviews Without Losing the Human Touch

By Sandy Hutchison, Founder & CEO, Career Money Life

AI has officially joined the hiring team.

From video interviews that analyse your tone and micro-expressions, to résumé-screening algorithms that decide whether you’re even seen by a human, artificial intelligence is transforming how Australians search for jobs and how organisations find talent.

And while that can feel a bit intimidating, here’s the truth: AI isn’t replacing people — it’s amplifying them.

At Career Money Life, we help people use AI to support their career journey, not replace it. AI can help you articulate your story, practise your interview skills, and identify opportunities more efficiently. But it’s still up to you to show who you are, what drives you, and why you belong in the role.

The Research: A Perfect Storm of Promise and Risk

According to recent research from Gartner, by 2028, one in four job-candidate profiles globally could be fake — created using deepfake or generative AI technology. (HR Dive)

A separate Gartner survey found that just 26% of job applicants trust AI to evaluate them fairly, despite more than half believing that AI already screens their applications. (Gartner Press Release, 2025)

And according to Dr Toby Murray, Professor of Computing and Information Systems at the University of Melbourne, “The technology has gotten good enough to fool people already. We’ve seen financial scams carried out through deepfake video calls… and we’ve certainly got all the ingredients now to start seeing fraud and misrepresentation during hiring.” (HCAMag.com)

That’s the paradox of AI: it’s capable of incredible efficiency and deception — sometimes in the same breath.

When AI Goes Wrong (and Right Again)

We’ve all seen technology misfire in the hiring process — sometimes hilariously, sometimes alarmingly.

Candidates have been caught using AI-powered teleprompters app during video interviews to display “suggested answers” on screen. It going smoothly until the interviewer asked the candidate to share their screen which can cause the candidate to struggle with the rest of the interview without their AI.  People are getting around this by using their phone next to their computer screen providing answers to the interviewers questions, but reading a response certainly doesn’t sounds the same and an unscripted answer, and the Interviewers are catching on to this.   

Another jobseeker used an AI résumé generator that padded her achievements with fabricated results , phrases like “delivered 400% ROI in digital campaigns.” The recruiter, who happened to know someone at her previous company, checked. The campaigns didn’t exist.

Then there’s the darker side of AI in recruitment. A global tech firm recently uncovered an international syndicate using AI-generated video deepfakes to impersonate candidates in live job interviews — not to secure employment, but to gain access to sensitive company data.

As reported by CNBC in How deepfake AI job applicants are stealing remote work and highlighted by LinkedIn News, artificial intelligence deepfake candidates are increasingly applying for — and in some cases even landing — remote tech jobs, raising serious concerns about data security and the future integrity of virtual hiring.

New research in Australia reveals that AI-driven hiring systems are unintentionally disadvantaging job-seekers from non-English speaking backgrounds, older candidates, and people with disabilities. According to a University of Melbourne study, one widely-used recruitment tool trained predominantly on U.S. data mis-transcribed up to 22 % of non-native English speakers’ responses, versus under 10 % for native English speakers. The Guardian+2SBS Australia+2  The result: applicants who speak with an accent, have speech-affecting disabilities, or use non-standard career trajectories (such as career breaks) are less likely to be shortlisted—even though the bias arises from the data and algorithm, not human intent. pursuit.unimelb.edu.au+1

Lesson learned: AI can make hiring smarter, faster and more consistent — but only when it’s guided by human judgement. Algorithms are only as fair as the data they’re trained on, meaning they can unintentionally amplify existing biases or reward style over substance. For job seekers, that means focusing on clear, confident communication and ensuring your application materials align with the language and structure AI systems recognise. For employers, it’s about keeping humans in the loop — auditing algorithms for bias, diversifying training data, and using AI as a decision-support tool, not a decision-maker. The most equitable and effective hiring happens when we balance data with discernment, and technology with empathy.

AI Tools Shaping the Future of Job Search

AI isn’t all doom and deepfakes. In fact, when used thoughtfully, it’s reshaping how people find, prepare for and secure meaningful work. From refining résumés to simulating interviews, today’s AI tools can accelerate preparation, sharpen self-awareness and help job seekers stand out — when used wisely. For employers, these same tools can streamline hiring, reduce administrative load and offer new insights into candidate fit.

But here’s the catch: AI is powerful, not perfect. Used blindly, it can introduce bias or strip the human nuance from hiring decisions. Used well, it can empower both sides of the process — helping candidates present their best selves and enabling recruiters to make faster, fairer, more informed choices. The goal is balance: let AI do the heavy lifting, while humans stay in charge of empathy, judgement and connection.

Here are just a few examples of AI tools that are shaping how people prepare for work — and how employers are hiring in a digital-first world.

For Job Seekers

Tools Used by Talent Acquisition Teams

Tool	What it does	How to use it well
Sapia.ai (formerly PredictiveHire)	Analyses text-based interview responses for traits like empathy and curiosity	Treat it like a chat — write in full sentences with examples
HireVue / myInterview / Sonru (Willow)	Conducts video interviews and analyses tone, expression and language	Good lighting, calm energy and natural delivery go a long way
Vervoe	Tests job-related skills through simulations	Take your time — demonstrate thinking, not just speed
Eightfold.ai / Seek SmartMatch	Matches candidates to roles by skills and potential	Keep your profiles updated and consistent across platforms
Pymetrics	Game-based cognitive and emotional assessments	Be yourself — these measure fit, not perfection

Preparing for an AI-Assisted Interview

1. Know your format. Is it live, recorded or text-based? Preparation depends on context.
2. Practise on camera. Maintain natural eye contact, posture, and tone.
3. Structure your responses. Use the STAR method (Situation, Task, Action, Result).
4. Be genuine. AI may assess your structure, but humans still assess your story.
5. Use the feedback. Treat post-interview analytics (tone, pacing, filler words) as coaching insights — not criticism.

For HR: Keeping the “Human” in Hiring

For HR professionals, the goal isn’t to eliminate AI — it’s to manage it responsibly.

Here’s how to keep your recruitment both smart and safe:

1. Always include at least one live conversation. A real-time interview,  even virtually remains the best way to assess cultural fit and authenticity.
2. Verify identity rigorously. Deepfake applicants are real. Confirm candidates through trusted verification tools and multiple checkpoints.
3. Watch for “too polished.” Candidates who respond instantly and flawlessly may be using real-time AI assistance. Ask deeper, situational questions that require reflection and personal insight.
4. Be consistent in your interview panels. Ensure everyone understands the tools being used and how to interpret AI data. Misalignment creates confusion and bias.
5. Protect your systems. Hackers are using fake job applicants to infiltrate corporate networks. Treat every recruitment channel as a cybersecurity entry point.
6. Be transparent with candidates. If you’re using AI in screening or assessment, say so. Transparency builds trust and supports compliance with ethical recruitment frameworks.
7. Keep human oversight. AI can surface insights; only humans can interpret them. Always have a person reviewing final outcomes.

The Future Is Human + AI, Not Human vs AI.

At Career Money Life, we help both organisations and individuals navigate this new world of work with confidence, curiosity and conscience.

For job seekers, that means learning to use AI as a tool,  not a crutch but to prepare, practise and present authentically.

For employers, it means using AI to enhance efficiency while keeping fairness, security, and human judgment at the core.

The future of recruitment won’t be powered by machines alone,  it’ll be powered by people who know how to partner with them.

So yes, the robot will see you now.

But it’s still your story, your skills, and your humanity that will get you hired.