AI in Recruitment: Impact, Risks, and How to Stay Ahead

The impact of artificial intelligence (AI) has been undeniably transformative across industries, but its effects on recruitment have been particularly disruptive. The latest numbers might surprise you: 88% of students use AI for assignments (HEPI, 2025), and this behaviour is spreading to job applications. Most concerning of all, 83% of candidates said they would use AI if they thought they wouldn’t get caught.

Yep, most candidates are willing to use AI to help them in your application processes. Which raises the question: are you assessing candidate quality, or their ability to use AI undetected?

Written content is under fire

Traditional CV screening relied on two key assumptions: that strong written communication indicated genuine skill, and that well-tailored applications showed authentic interest in the role. AI has shattered both assumptions.

Candidates can now produce dozens of perfectly tailored CVs and cover letters in minutes, each one appearing to demonstrate genuine interest and strong communication skills. Even application form responses, once used to assess cultural fit and thinking processes, can be easily generated to match any competency framework.

This creates an unfair advantage: candidates using AI can easily outshine those who don't, regardless of their actual ability or motivation. If you're still relying on application quality to judge candidates (we hope you're not!), you're likely assessing AI output, not candidate ability.

Instead of trying to detect AI-generated content with notoriously unreliable tools, they're implementing objective assessment methods that actually measure job-relevant skills and abilities. These approaches not only eliminate AI bias but also save enormous amounts of time on manual CV review.

Video interviews are becoming scripted

If you're currently using video interviews as part of your assessment process, you may be surprised by how vulnerable they are to AI manipulation.

One-way asynchronous video interviews (where the candidate records their responses to questions that appear on the screen) create the perfect environment for AI assistance. Candidates can input questions into AI tools, receive polished responses, and deliver them as scripted answers. While they still need reasonable presentation skills, the content quality no longer reflects their actual thinking or knowledge.

Want to hear how far it's already gone? Some candidates are even experimenting with deepfake technology, raising serious concerns about identity verification.

If video interviews are a key part of your selection process, it's crucial to implement proper safeguards and consider supplementing them with AI-resistant assessment methods.

Are online assessments still secure?

Before ChatGPT, cheating meant asking a friend to take the test for you. Now, everyone has access to a "Stephen Hawking x10"-level friend who can solve assessments in seconds.

Traditional assessments that rely on static questions—question image and answer options—are particularly vulnerable to AI tools. Candidates can input text or screenshots and the AI tool will return correct answers in seconds.

Without robust anti-cheating measures for traditional assessments, you're no longer measuring candidate ability but instead their willingness and ability to use AI tools effectively. This means your assessment data may no longer be reliable.

Some platforms try to fix this by adding strict monitoring features like webcam recording and screen tracking. But these solutions often damage the candidate experience. They increase anxiety, raise privacy concerns, and can lead to higher dropout rates.

I know what you're thinking: “But aptitude tests are the best predictor of job success and great for saving time. Surely they still work?” Well, there’s a better, AI-proof solution we haven’t covered yet. So let’s cover that next.

Assessments built to be AI-proof

At Test Partnership, we created Dynamic Assessments to eliminate AI cheating by design—not detection.

These assessments measure the same leading predictor of performance found in traditional tests: cognitive ability. The result is an assessment that's equally reliable as traditional tests, significantly harder to cheat with AI, and faster to complete.

Our assessments require positive interactions like drag-and-drop, rotation, and dynamic responses that come naturally to humans but cannot be replicated by AI tools. For example, candidates might need to drag elements, hold and release, rotate objects, or swipe in specific directions.

As elements move and change dynamically on screen, typical AI cheating methods—like copy-paste, printscreening, or video capture—are disrupted. Because the content shifts in real time, candidates can't simply screenshot a question or input it into an AI model for a quick answer.

The benefits go beyond just AI resistance. Each test takes just 4–6 minutes (compared to ~25 minutes for traditional tests) while maintaining the same level of predictive accuracy and reliability. They're optimised for mobile devices, reduce candidate fatigue, and provide a more engaging experience that actually improves completion rates.

If you want to eliminate AI cheating from your assessment process, dynamic testing offers a practical solution. It delivers the predictive accuracy you need while avoiding the integrity risks of traditional formats.

Summary and final thoughts

So let's recap the vulnerability status of the different recruitment methods discussed:

AI has fundamentally changed the recruitment landscape, but the impact isn't uniform across all selection methods. Written applications and traditional assessments are highly vulnerable, while newer approaches like Test Partnership's Dynamic Assessments offer robust protection.

The key insight is this: rather than fighting AI with detection tools (which don't work reliably), smart organisations are adopting assessment methods that make AI assistance irrelevant. This isn't just about preventing cheating—it's about ensuring your hiring decisions are based on genuine human capability.

Got questions or comments? Book a call with our team to discuss.