Hiring goes old school to beat AI slop: Paper resumes & in-person interviews back

The relentless march of artificial intelligence into every corner of industry, initially heralded as a panacea for efficiency, is now prompting a surprising counter-revolution in the world of recruitment. As companies grapple with the unintended consequences of AI-driven hiring, a distinct pivot towards “old-school” methods is underway, signaling a renewed emphasis on genuine human connection and authenticity over algorithmic expediency.

For years, AI promised to streamline the hiring pipeline, from automated resume screening to chatbot-led preliminary interviews, aiming to reduce bias and accelerate candidate identification. However, this unchecked automation has led to what many are now calling “AI slop”—a deluge of AI-generated resumes and interview responses that obscure true talent and skills. The very tools designed to optimize hiring have inadvertently created a new layer of artifice, making it harder for recruiters to discern authentic qualifications and cultural fit. Concerns over algorithmic bias, which can inadvertently perpetuate existing inequalities by favoring or penalizing certain demographics based on training data, have also become a significant drawback. AI tools have also been criticized for overlooking uniquely qualified candidates who don’t fit predefined patterns, and for their inability to accurately assess crucial soft skills like empathy, communication, and problem-solving.

In response to this growing disillusionment, the hiring process is reportedly turning back the clock to apply lessons from a pre-AI era. A notable trend sees companies reinstating or increasing the frequency of in-person job interviews. Major corporations, including tech giants like Google and Cisco, are reportedly now requiring applicants to meet face-to-face more frequently. This shift is not merely nostalgic; it’s a strategic move to verify candidates’ actual capabilities and ensure they possess the fundamental skills claimed on their applications, especially in fields like software engineering where AI tools could be used to solve technical challenges remotely. The demand for personal interviews has surged, with estimates indicating that one in three companies now insists on them, a significant increase from just 5% the previous year. These face-to-face interactions are invaluable for assessing non-verbal cues, communication styles, and cultural fit—nuances that AI struggles to capture.

While the literal return of widespread “paper résumés” for initial applications might be more symbolic than widespread, given the prevalence of Applicant Tracking Systems (ATS) that still process digital submissions, the underlying message is clear: companies desire a more human-centric review process. The push is to move beyond mere keyword matching and AI-optimized formatting, instead favoring resumes that genuinely reflect a candidate’s experiences and achievements, subject to thorough human scrutiny. This implicitly rejects the “AI slop” that floods digital inboxes, forcing recruiters to engage more deeply with candidate profiles. The re-emphasis on “trick questions” aligns with this, moving beyond predictable queries to probe critical thinking, problem-solving abilities, and authenticity in ways that are harder for AI to simulate or for candidates to pre-program.

This movement signifies a broader recognition of the irreplaceable “human element” in recruitment. While AI offers undeniable efficiencies in handling large volumes of applications and initial screenings, it falls short when it comes to assessing relational intelligence, cultural alignment, and the nuanced aspects of a candidate’s personality and potential. Many organizations are now adopting a hybrid approach, leveraging AI for initial filtering but heavily re-investing the saved time into more thorough, personalized human vetting processes, particularly in later stages. This ensures that while technology aids in efficiency, human intuition, empathy, and relationship-building remain at the heart of meaningful hiring decisions, ultimately aiming to foster stronger connections between companies and their future talent.