Strategic Interviewing in the Age of AI 

By Jackie Throop, SPHR, Director, Outsourced HR & Recruiting Services 
Published January 13, 2026 

Applicants are increasingly using AI (artificial intelligence) tools to craft polished resumes and cover letters. Who can blame them? While these tools can streamline the job search process, they also present challenges for HR professionals and hiring managers who must assess a candidate’s genuine skills and experience. As a result, strategic interviewing is more important than ever. 

According to the “2026 Market Trend Report” published by Career Group Companies, 73% of job seekers have used some AI tools during their job search. This includes help with resume creation, cover letters, interview preparation, work samples, and even career guidance.  

So, what should you be concerned about?  

Applicants may use AI to enhance their responses or to suggest skills they don’t actually possess. AI-generated resumes often sound impressive but lack depth. A common red flag is candidates struggling to explain their accomplishments, revealing a gap between how their experience looks on paper and reality. 

How can employers identify AI-polished resumes during the hiring process? 

• Strengthen your interviewing skills. Effective interviewing starts with asking strong, behavioral-based questions and requesting specific examples. Interviewers should probe deeper into the experiences listed on a resume to uncover authentic, first-hand knowledge.
• Use scenario or simulation-based questions. These questions test critical thinking and better reflect a candidate’s real-world experience and problem-solving capabilities.  

Interview questions to help uncover AI-polished resumes:  

• “Walk me through the steps you took to achieve [a specific accomplishment listed on your resume]. What was your role compared with the team’s role?”  
  Why it works: AI-generated resumes often highlight achievements without context. Asking for specific details helps confirm authenticity. 
• “What was the biggest challenge you faced during that project, and how did you overcome it?” 
  Why it works: Candidates with genuine experience can recall obstacles and decision-making steps, while AI-polished answers tend to remain vague. 
• “Imagine you’re starting this role tomorrow and encounter [a realistic job challenge]. How would you approach it?” 
  Why it works: This question requires candidates to demonstrate practical knowledge and experience. 
• “If you had to complete [a specific task from the job description] with limited resources, what would your first three steps be?”  
  Why it works: Asking for concrete steps reveals how candidates think and whether their experience aligns with the role.  

HR Source is committed to keeping you informed in today’s evolving recruitment landscape. If your team needs to sharpen their interviewing skills, check out this week’s virtual Interviewing and Hiring for Managers on January 14 and 15. 

For support with interviewing strategies or other recruiting initiatives, contact us at 800-448-4584 or [email protected] to learn how our experienced recruiters can help.