Expert forecasts AI to reshape recruitment in late 2025
CALIFORNIA, UNITED STATES — Recruiters and job seekers are bracing as artificial intelligence reshapes hiring practices.
“It seems I can’t go a day without hearing about how AI is transforming recruiting, and keeping pace with these changes can feel overwhelming,” says Bonnie Dilber, recruiting leader at Zapier, echoing a sentiment felt across the industry.
“I regularly talk to recruiters—and job seekers—who feel like they’re always trying to play catch-up.”
Over the next six months, companies will communicate more explicitly about their stance on AI in hiring. Expect formal statements outlining what is and isn’t allowed, as well as requests for candidates to verify their use of AI.
Some firms will maintain a strict stance, highlighting the importance of human skills, while others will allow AI use but require applicants to produce high-quality results.
More tests and rigor in hiring
To combat AI-generated applications, Dilber predicts a rise in “tests” designed to “catch” AI.
“We’ve probably all seen the video of the interviewer asking a candidate who’s using an AI filter to put their hand in front of their face,” she notes.
Employers might embed secret commands in job descriptions or require on-site interviews to ensure authenticity.
Alongside these measures, companies will introduce more rigor into the interview process. Candidates may be asked to upload videos, complete skills assessments, or answer open-ended questions earlier in the process. These steps aim to reduce application volume and deter less qualified or motivated applicants.
AI skills become a hiring priority
As companies increasingly rely on AI, they will also search for candidates who can thrive in an AI-driven environment.
“They’ll ask questions around how candidates use AI. They’ll ask candidates to build solutions with AI as part of a skills assessment,” Dilber explains.
This shift won’t be limited to technical roles—AI literacy will become a valued skill across all job functions.
Balancing efficiency and the human touch
The challenge for employers is to balance the efficiency of AI with the need for human connection. As Dilber notes, “If that person plans to be biased, that will show up whether a candidate is interviewed online or onsite.” While AI can help combat bias, it is not immune—biases in training data can be reflected in outcomes.
Ultimately, the next six months will see a push for transparency, more rigorous hiring processes, and a growing emphasis on AI skills. But as the industry evolves, both employers and candidates must navigate the tension between automation and the irreplaceable value of human judgment.
