Artificial intelligence is no longer a futuristic concept reserved for high-level tech firms. It has arrived squarely in the hiring process, changing the game for employers and job seekers across the River Region and the nation.
As companies compete for top talent in an increasingly tight labor market, many are turning to AI-powered tools to streamline recruitment, reduce bias and identify the best candidates faster than ever before. But candidates are also leveraging the same technology to gain their own competitive edge, raising important questions about authenticity, fairness and the future of how we hire.
HOW EMPLOYERS ARE USING AI
One of the most significant shifts in recruitment has been the rise of AI-driven video interviews. Companies are increasingly asking candidates to record video responses to preset questions. AI software then analyzes those recordings, scanning for specific keywords, speech patterns and even facial expressions to evaluate whether a candidate is a strong match for the role. For employers managing hundreds of applications, this technology dramatically reduces the time spent on early screening rounds.
Rusty Pickering, the Director of Recruiting at Warren Averett, shared how his team is implementing AI.
“We use AI to support an initial alignment check between a candidate’s experience and the role requirements, which helps our team manage application volume and focus their personal attention where it matters most. From there, the process becomes intentionally hands-on. Our team prioritizes direct interaction during interviews to better understand how candidates think, communicate and approach their work, which are elements that AI can’t fully assess.”
AI is also being used on the back end to write and optimize job descriptions, rank incoming resumes and flag candidates whose experience closely aligns with position requirements.
“At this time, we primarily use AI as a support tool for content development and efficiency within the recruiting process rather than as a decision-making tool. For example, AI assists us in drafting and refining job descriptions, creating job postings and developing interview questions to ensure consistency and clarity. We do not rely on AI to make hiring decisions or independently screen candidates. Human review and relationship-building remain central to our recruitment approach,” said Tara McDowell, Chief Talent Officer at MAX Credit Union.
Patrick Kurdziel, Plant Manager at DAS North America echoed McDowell said, “We view AI as a tool to support the hiring process, not replace leadership judgment, human interaction or personal accountability in selecting the right people for the organization.”
AI & HIRING: THE EEOC’S GUIDANCE FOR EMPLOYERS
The Equal Employment Opportunity Commission (EEOC) has made it clear that federal anti-discrimination laws apply to artificial intelligence just as they do to human hiring managers. Before implementing AI tools, the EEOC advises employers to remember:
● YOU OWN THE OUTCOME:
Employers can be held liable for discrimination caused by AI, even if the software was created by an outside vendor.
● BEWARE OF “DISPARATE IMPACT”:
AI algorithms must not disproportionately screen out candidates based on protected characteristics (race, gender, age, etc.).
● ACCESSIBILITY MATTERS:
Under the ADA, AI tools (like video scanners or gamified tests) must not unfairly penalize candidates with disabilities, and alternative testing formats must be offered.
HOW JOB SEEKERS ARE USING AI
Candidates have taken notice and are meeting technology with technology.
AI-powered tools now help job seekers tailor their resumes to specific job descriptions, adjusting language and formatting to pass through applicant tracking systems that many companies use to filter candidates before a human ever sees their application.
Some candidates are going a step further. AI-generated professional headshots have surged in popularity, allowing applicants to create polished profile photos without the cost of a professional photographer. And in one of the more controversial trends, some job seekers are using real-time AI assistants during live Zoom interviews. These tools listen to interview questions and feed suggested responses directly to the candidate on screen.
The Alabama Department of Workforce (ADOW) has implemented its own tool to help make job seekers’ search easier.
“Our agency has developed an AI-powered intelligent search tool that helps job seekers quickly find what they need across ADOW’s web properties, whether that is information about open jobs, available training programs or workforce resources and services. Rather than navigating multiple websites or waiting for business hours to speak with someone, a person can simply ask a question and be directed to the most relevant page or resource based on their specific needs.
It simplifies the journey and ensures that people can access the information they need at any time.”
THE DOUBLE-EDGED SWORD
While AI offers clear efficiencies on both sides of the hiring table, it also introduces new challenges. For employers, relying too heavily on keyword scanning and algorithmic screening risks overlooking strong candidates who simply don’t use the “right” language. For job seekers, using AI to generate responses or manipulate credentials raises serious ethical concerns.
“AI-generated responses to application questions, resumes and interview responses have become increasingly common, and there are often indicators when candidates rely too heavily on these tools. Some examples include overly polished or generic language, responses that lack specificity or personal examples, inconsistencies between written materials and verbal communication, or answers that sound scripted and do not directly address the question asked,” said McDowell.
“We support a candidate’s appropriate use of AI. The key is how AI is used. We can usually recognize when AI has been too heavily used in written responses or emails, especially when the tone feels overly formal or disconnected from how someone communicates in conversation. That shift in voice tends to stand out over the course of an exchange. The strongest candidates use AI not as a response generator, but as a support tool to refine their responses so that they sound like themselves, share their own perspectives and reflect how they would communicate on the job. That comes across very differently than something generated first and reviewed second,” said Pickering.
Despite the push for innovation, regulatory bodies are watching closely. The Equal Employment Opportunity Commission (EEOC) has issued guidance cautioning employers that AI-driven hiring tools must still comply with federal anti-discrimination laws, ensuring algorithms don’t inadvertently weed out protected classes.
FINDING THE BALANCE
The reality is that AI in recruitment is not going away.
For Montgomery-area businesses and job seekers, the key lies in using these tools thoughtfully. Employers should view AI as a supplement to human judgment rather than a replacement. Job seekers should use AI to prepare and polish their materials while ensuring their genuine skills and experience remain front and center.
“We recognize that AI is becoming a normal workplace tool, and using it appropriately is not necessarily a concern. What matters most is authenticity, critical thinking and the candidate’s ability to articulate their own experiences, skills, and decision-making processes. During interviews, we focus on asking behavioral and situational questions that encourage genuine conversation and allow candidates to speak naturally about their real-world experiences,” said McDowell.
The hiring landscape is constantly changing. The companies and candidates who find the right balance between innovation and authenticity will be the ones who come out ahead.
