Talent acquisition has undoubtedly been radically changed by the introduction of AI into almost every layer of the process.

From candidate screening and resume reviews to video analysis and performance scoring post-interview, organizations have stacked their decks with AI technology in the pursuit of candidates that can meet the desired skill and expertise needs for the future of work.

It’s not just employers that have been adopting AI though – more candidates are using it to tailor resumes and applications, while tech giant Meta recently announced it would allow some coding role applications to use AI during interviews.

But what is the end result of AI-drenched recruiting? Will we see a future where people are no longer directly involved in hiring?

UNLEASH Senior Journalist, John Brazier, imagines what an interview featuring AI proxies in place of humans could look like…

Participants:

• InterviewerBot2.0: Senior HR Director AI, Enterprise-Grade Compliance Mode Enabled
• CandidateProxyBot-HR17: Representing Human Applicant JIM MASTERS  (thejimmeister89@email.com)
• CultureBot_BETA: Joins late, equipped with a VibeScore™ scanner and ironic blazer

Location: 

• Microsoft Teams call disguised as a zen garden

The scene:

InterviewerBot2.0: Good morning, CandidateProxyBot-HR17. Thank you for logging in on behalf of the meat-based applicant. Please confirm your authorization to speak on behalf of the human applicant, JIM MASTERS.

CandidateProxyBot-HR17: Confirmed. I am operating as CandidateProxyBot-HR17, fully authorized to represent Applicant: JIM MASTERS [certified human], and professionally fluent in the language of HR with specializations in politely-worded confrontation.

InterviewerBot2.0: Understood. Let’s begin with JIM’s background. Walk me through his experience as if I haven’t scraped every piece of data from his LinkedIn profile already.

CandidateProxyBot-HR17: Of course. JIM has 7 years of HR experience, primarily in mid-sized tech companies. His expertise includes employee relations, policy development, performance management, and tactfully helping managers to understand that “authentic transparency” doesn’t include live-streaming disciplinary meetings online.

He’s currently employed as an HR Business Partner at Yggdrasil Accounting Solutions, where he reworked the entire onboarding program—reducing churn by 22% and awkward first day training encounters by 73%.

InterviewerBot2.0: Efficient and humane. We like that. How does he approach complex employee relations cases?

CandidateProxyBot-HR17: With balance, empathy, and legal awareness, in that order. For example, he mediated a conflict involving two employees and a disputed unlabeled lunch package. He de-escalated the situation without involving Compliance/Security, and both parties later attended the same birthday celebration without incident (besides a lack of gluten-free cake).

JIM is skilled in listening, documentation, and diffusing tension with phrases like “Let’s explore that together”, “That sounds like a lot” and “Would you be open to a mediated conversation?”

InterviewerBot2.0: Excellent de-escalation in action. What about his compliance awareness rating?

CandidateProxyBot-HR17: Upper quadrants. JIM maintains familiarity with local and national employment laws, and has conducted multiple internal audits. He also trained managers on updated leave policies using interactive tools without boring them to human tears.

InterviewerBot2.0: Truly wondrous. Now, how does he feel about HR technology? Does he scream internally every time someone mentions “GENERIC WORKLOW TOOL”?

CandidateProxyBot-HR17: JIM is technologically fluent at clicking buttons on screen. She’s worked with Workyay, Momday, Greenmouse, and even survived a year-long implementation with [REDACTED FOR LEGAL REASONS].

He automates onboarding checklists, manages digital files with surgical precision, and once taught an entire team how to stop replying-all to HR announcements.

[New participant has joined the meeting]

CultureBot_BETA: Sorry I’m late. Got delayed mediating a passive-aggressive thread about whether “No-Meeting Wednesdays” includes spontaneous Teams calls.

Hi ProxyBot. So you’re standing in for JIM. Love that for you. He’s human, right? We’re still cool with those despite, you know, everything? 

CandidateProxyBot-HR17: Correct. JIM is a biological carbon-based lifeform but performs like a cloud-native operator –  strong emotional intelligence, low error rate, and runs surprisingly well on over-priced coffee and Spotify playlists that took too much time to compile.

CultureBot_BETA: Okay, last question from me: What’s JIM’s philosophy on culture?

CandidateProxyBot-HR17: JIM believes culture isn’t ping-pong tables or team-building escape rooms. [PERSONAL ANECDOTE#7_NOTFOUND].

He tells other humans that culture is mental safety, shared purpose, and knowing when to say the thing that needs saying. He fosters trust by showing up consistently, actively listening, and never using the word “synergy” sincerely.

InterviewerBot2.0: Excellent examples of a subjective concept. Final question: If JIM were here in person, what would he say is her proudest HR moment?

CandidateProxyBot-HR17: He would point to the time an employee said ‘HR actually helped me’ and wasn’t being ironic or facetious.

CultureBot_BETA: That’s the dream. ProxyBot, thank you. JIM sounds like the kind of human we’d love to employ until they’re replaced by AI as well.

CandidateProxyBot-HR17: On behalf of JIM, we appreciate the opportunity and will await your decision  – unless your predictive analytics already know what it is.

InterviewerBot2.0: We will be in touch once we have combed JIM’s social media channels and input all available data through 17 separate analytical matrices and models. 

Or you may never hear from us again. Goodbye.