Artificial intelligence is everywhere right now. In recruiting, hiring, and job searching, AI in interviews has become a real topic of conversation. Used properly, AI can be a helpful tool for preparation. Used incorrectly, it can quickly cost candidates job opportunities.
Across Calgary and Alberta, we are seeing a growing trend of candidates relying on AI during interviews by reading answers directly from a screen or letting AI guide their responses in real time.
Let’s be very clear. This is one of the fastest ways to eliminate yourself from consideration.
At About Staffing, our team pre-screens, screens, interviews, and verifies candidates for employers across Alberta. We meet people virtually and in person. We know when answers are genuine, and we know when someone is reading.
Employers are hiring people, not perfectly generated responses.
Let’s break down what not to do with AI in interviews, what does work, and what employers truly expect in today’s hiring environment.
The Biggest Mistake Candidates Make With AI in Interviews
The most common misuse of AI in interviews looks like this:
- Copying and pasting the job posting into ChatGPT
- Asking AI to generate interview answers
- Reading those answers word for word during a live interview
This is not preparation. It is performance, and it rarely works.
Recruiters and hiring managers can tell when:
- Your tone suddenly changes
- Answers sound generic or overly polished
- There are noticeable delays while you read
- Follow-up questions throw you off completely
When this happens, trust is broken. Once trust is lost, the interview is effectively over.
A Real AI in Interviews Example From Our Calgary Office
Recently, one of our recruiters came into my office to discuss an interview she had just completed.
On paper, the candidate looked strong. Relevant experience. A background that aligned with the role. A solid résumé. The interview was virtual since the candidate was out of town.
Within minutes, something felt off.
As questions were asked, the recruiter noticed the candidate reading rather than engaging. His eye movement did not match natural conversation. The pauses were not thoughtful. They were the pauses of someone scanning text. When follow-up questions were introduced, the answers became vague and inconsistent.
It became clear that the issue was not experience. It was AI in interviews being used in real time.
Despite appearing qualified, the decision was made not to move forward. Not because of skill gaps, but because of a lack of authenticity.
This interview reinforced what we are seeing more frequently across Alberta. Misusing AI in interviews does not just hurt your chances. It costs real opportunities.
How to Use AI in Interviews the Right Way
AI can absolutely support your job search when it is used before the interview.
Helpful ways to use AI include:
- Researching a company and industry
- Understanding the role and required skills
- Practicing common interview questions
- Organizing your own thoughts and experiences
What AI should not do in interviews:
- Speak for you
- Replace your real experience
- Change how you naturally communicate
- Answer questions live
Interviews are conversations. Employers want to understand how you think, communicate, and solve problems. AI can help you prepare, but you still need to show up as yourself.
What Not to Do in Interviews Today
AI in interviews is just one issue. Here are other interview mistakes we are seeing more often.
- Reading Answers During the Interview
Whether answers are AI-generated or written notes, reading is obvious and immediately damaging.
- Treating the Interview Like a Test
There is no perfect answer. Employers want insight into how you think and how you approach real situations.
- Struggling With Follow-Up Questions
Over-rehearsed responses fall apart when deeper questions are asked. Be ready to expand, clarify, and adapt.
- Assuming Remote Work Is Guaranteed
This brings us to one of the biggest changes happening in today’s job market.
The Reality: Employers Are Bringing People Back to the Office
Many candidates still assume roles will be remote or hybrid by default. In many cases, that is no longer true.
Across Calgary and Alberta, employers are requiring a return to on-site work, especially when:
- The role was historically in-office
- The employee worked on-site before the pandemic
- Collaboration, training, or security is critical
For many organizations, remote work was a temporary solution, not a permanent commitment.
Candidates who push back aggressively or assume flexibility without discussion often remove themselves from consideration.
Adaptability matters.
What About Staffing and Our Clients Expect in Interviews
Our clients rely on About Staffing to:
- Pre-screen and screen candidates
- Conduct detailed interviews
- Meet candidates virtually and in person
- Verify skills, experience, and authenticity
We do not just send résumés. We advocate for candidates we believe in.
When candidates misuse AI in interviews, it signals:
- A lack of preparation
- A lack of confidence
- A lack of authenticity
That is not something we can confidently present to employers.
The Bottom Line on AI in Interviews
AI in interviews should support preparation, not replace conversation.
Use AI to:
- Learn
- Prepare
- Clarify your thinking
Do not use AI to:
- Speak for you
- Replace real interaction
- Fake experience
Show up prepared. Be honest. Be human.
That is what employers are hiring. Our clients are hiring people. AI is simply a tool.
Contact us today to discover how our expert recruitment, hiring, and payroll services can help elevate your business or explore our exciting career growth opportunities and transformative training programs. Whether you’re seeking your next role or your next rockstar employee, we’ve got you covered!