Summary
- Employers should state permitted tools and evaluate reasoning, source checks and revision instead of guessing who used AI.
- Candidates should be able to explain a work sample, its trade-offs and the parts they would not delegate.
AI changes interview preparation because fluent answers and tailored examples are cheap to produce. Banning every tool is difficult to enforce and may punish accessibility, while secret use can make a result impossible to interpret. A better process gives comparable tasks, discloses tool rules and asks the candidate to inspect, correct and defend an output. The next useful evidence is whether assessment scores predict later job performance across groups. Hiring becomes fairer when it measures accountable work under known conditions rather than theatrical spontaneity.
