Expert predicts that interactive AI interviews will become a standard practice: "It's already here, it's real, and it's integrated."

Paloma Canseco regularly applies to jobs but does not interact with an AI-powered recruiter on the phone.

But it may soon be.

A New York-based graphic designer who filled out a job application in mid-October received a call from a "virtual recruiter" shortly after.

Canseco recalls the call starting with standard screening questions, such as if she was permitted to work in the U.S. and if she had a bachelor's degree. She believed she was speaking with a machine, but the voice at the end of the line felt natural, which was unsettling, like a human.

She realized that the voice on the phone was responding to her like a human, with phrases like "Oh that's very interesting" and "Oh that's perfect for what we're looking for." That's when she understood that the voice was not just a robot, but an AI-powered screener.

"I couldn't determine if it was a real person, software, or AI when it contacted me, and it was quite challenging to discern."

The virtual recruiter asked Canseco to recall her last design experience, but she hung up because she didn't think the company was a good fit for her.

She received several messages from individuals who had similar experiences with "interactive" AI recruiters, including one person who shared that it occurred four months ago with the same company.

AI in recruiting is "here, real and incorporated"

The use of AI in recruiting is a recent development, yet companies are already employing it to varying extents.

Brent Orsuga, founder of Pinnacle Growth Advisors, a headhunting and recruitment firm specializing in supply chain and logistics companies, confirms that the solution is authentic and integrated, stating, "It's definitely here, it's real, it's incorporated."

In October, Chipotle unveiled its AI-powered recruiter, "Ava Cado," designed to assist hiring managers with scheduling interviews, gathering fundamental information, and answering queries regarding the company.

Ava Cado, an AI recruitment software company, is powered by Paradox, which serves over 1,000 clients globally, including Amazon, McDonald's, General Motors, and Pfizer, according to its website. Chipotle's AI recruiter will not review resumes or conduct any live interviews, a spokesperson for the company tells CNBC Make It.

Many companies are using AI as a scheduling and logistical tool in the recruitment process. Self-recorded interview platforms like Spark Hire and HireVue integrate AI into their video screening software. Companies such as Apriora offer AI interviewers capable of conducting real-time, responsive video interviews.

Interactive AI Interviews will be a new norm by 2025

By 2025, interactive AI interviews will likely become the norm, according to Orsuga.

"Orsuga states that it's already in place and only requires people to adopt and implement it, which may take months at most."

According to Orsuga, AI can aid in the interview process for both companies and candidates by eliminating unqualified candidates during screener interviews, which typically result in three categories: yes, no, and maybe.

By engaging in the practice, the "human" element in human resources can be restored, enabling candidates to communicate directly and express themselves, rather than being evaluated solely based on their resumes and cover letters.

Orsuga's main concern is about the AI's ability to pick up on specific information, such as a candidate's communication style, physical appearance, and background. He believes that AI can be customized to focus on these specific aspects.

In an interactive AI interview, Orsuga says there's a lot more uncertainty about removing bias.

""As the generation currently testing everything, we are bound to make mistakes, have both good and bad outcomes," Orsuga remarks."

"There are humans applying to these jobs"

If she encounters another interactive AI interview, she would likely disconnect.

She expresses concern that AI interviews may reduce human interaction in a process that is inherently human, making it more intimidating and challenging.

Canseco states that although humans are applying for these jobs, the company invests a significant amount of time in each application. However, the use of AI in the process makes it feel impersonal and disconnected from recruiters and hiring managers.

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