August 11, 2025 • 5 mins
AI is taking over the hiring process at many companies. Employers and applicants are getting concerned about how that could play a role in getting hired, and a how they are screened.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hey, thanks so much for your talkbacks. I'm looking at
the board where the talkbacks come in, and I really
appreciate you taking the time to leave us one because
you make this show that much better. And every time
you send us a talkback, you're in the running to
win a limited edition highly coveted. Everybody wants one. Menti
in the Morning t shirts awarded daily to our favorite
(00:21):
message of the day and don't forget the best talkback
of the week takes home a sea crane radio for
the listener who demands better CCRAN radio with legendary reception.
Now let's get to Rory O'Neil woor, national correspondent with
us every day at this time. And Rory, this is
a kind of a fascinating story. I mean the fact
(00:43):
that everybody's concerned about AI taking jobs away, but now
AI at many companies is in charge of hiring people,
of giving jobs.
Speaker 2 (00:56):
Well, it's fascinating.
Speaker 3 (00:57):
We're seeing AI used more and or in the HR space,
so artificial intelligence in human resources AI and HR. And
it's fascinating because both sides seem to hate it, the corporation,
the business that's doing the hiring. Now, like too many
of the applicants are having bots write their resume, their
(01:18):
cover letters, even their writing samples are generated by AI.
But on the flip side, applicants say, my resume, my application,
it never sees a pair of human eyes, you know,
it gets screened out, and I'm never considered. And I
think I'd be perfect for this job, but I never
get a fair shake because it's some bot that comes
along and rejects my application. So both sides seems to
(01:40):
hate this. There's actually some numbers here found about six
percent of job applicants admitted to participating in interview fraud,
either posing as someone else in an online interview or having.
Speaker 2 (01:53):
Someone else poses them for that interaction.
Speaker 1 (01:57):
Well, how does that happen? Isn't it zoom most of
the time for these interviews?
Speaker 2 (02:01):
Well? Right, but I could say, hey, my name's Larry
menty oh, I see.
Speaker 1 (02:04):
Then what happens when you get hired?
Speaker 2 (02:07):
Well, it's a remote hire. Who knows, they just saw you,
all right.
Speaker 3 (02:13):
I don't know what I look like if I work remotely,
it could be a different person.
Speaker 1 (02:18):
That's a scam that is sure to fail eventually. Some Yeah,
someday they're going to have to meet you and you
have to say, oh, I just got everything changed.
Speaker 2 (02:27):
I went to a place.
Speaker 3 (02:28):
But do you want do you want to fire them
or promote them?
Speaker 1 (02:31):
Yeah, that's a great question. Yeah, I think I'd go
with firing on that one. It is really fascinating where
AI is being used for. And I can see kids
right now. I have a son that's way ahead of
me on AI. I can see him putting into AI.
Write me a resume that would impress AI.
Speaker 2 (02:54):
Right, you know.
Speaker 3 (02:56):
But here's the other thing. Let's say I get that
I've applied for the job. I used AI to get
the job. I'm hired. A year into the job, Well,
I have to write a letter to someone. Well, I'm
gonna still use AI to write that letter.
Speaker 2 (03:09):
But what's raw.
Speaker 3 (03:10):
It's like in fourth grade when they said you're gonna
have to learn twelve times eleven and all your twelve
tape title because the teacher would say, well, you're not
going to have a calculator with you every day.
Speaker 2 (03:20):
Well, I do have a calculator with me every day.
FINDI all the time.
Speaker 3 (03:23):
Well, and then if I get this job, I'm going
to have this chat GPT or whoever all the time,
and I'll let it write the letters.
Speaker 1 (03:30):
Yeah, it is a quandary. They're dealing with this in
schools right now. Where at first they say you cannot
use AI. You cannot use AI. Now they're saying, well,
you can use AI, but you have to use it
at as a reference. And then one of my sons
had a class just last semester where they encouraged.
Speaker 2 (03:48):
Him to use AI.
Speaker 1 (03:49):
So I think everybody's grappling with this right now and
not sure where to go. But this doesn't replace an
HR person though, because they do so many other things
other than just get applicants.
Speaker 3 (04:03):
Well, the problem too is that these you know, all
these jobs now go up on websites and suddenly this
job for some let's say it's a regional salesperson where
you might have gotten twenty applications. Now they get in
these systems where you're getting thousands of applications. So the
poor HR office is swamped. So they rely on AI
to do a lot of the filtering to get you know,
a handful of resumes for them to find ultimately consider
(04:25):
in person.
Speaker 1 (04:26):
Now that's a good idea, I'm all with that. So
if they just filter out some people that aren't qualified.
Speaker 2 (04:32):
But but what's the filter. Who sets the filter? Maybe
it's not you know.
Speaker 3 (04:37):
Yeah, well that's the the applicants complaint is maybe technically
I won't get through the filter, but you'll see as
a whole my background makes me perfect for this job.
Speaker 2 (04:46):
But because I don't have a specific X, y Z,
you may not like it. Yeah, so the filter may
be flawed, is the concern of applicants.
Speaker 1 (04:53):
But a company is allowed to say I want somebody
that does this, this, this and this and this, and
if your resume doesn't say you do those things, that's easy.
Then you could be eliminated before they get to talk
to you. But just so a human beings involved somewhere
in the process.
Speaker 2 (05:09):
I'll take that.
Speaker 1 (05:10):
I'll take that. Rory O'Neill, wor national correspondent with us
every day at this time, and he's going to be
back next week. Oh no, tomorrow morning. Excuse me, tomorrow
morning at seven fifty. Yeah, yeah, you thought you had
a day off. No, no, no, no, thanks so much,
thanks Rory.
Speaker 3 (05:27):
We're going to take your house, put a lean on
your bank account, garnish your pay
Hey, thanks so much for your talkbacks. I'm looking at
the board where the talkbacks come in, and I really
appreciate you taking the time to leave us one because
you make this show that much better. And every time
you send us a talkback, you're in the running to
win a limited edition highly coveted. Everybody wants one. Menti
in the Morning t shirts awarded daily to our favorite
(00:21):
message of the day and don't forget the best talkback
of the week takes home a sea crane radio for
the listener who demands better CCRAN radio with legendary reception.
Now let's get to Rory O'Neil woor, national correspondent with
us every day at this time. And Rory, this is
a kind of a fascinating story. I mean the fact
(00:43):
that everybody's concerned about AI taking jobs away, but now
AI at many companies is in charge of hiring people,
of giving jobs.
Speaker 2 (00:56):
Well, it's fascinating.
Speaker 3 (00:57):
We're seeing AI used more and or in the HR space,
so artificial intelligence in human resources AI and HR. And
it's fascinating because both sides seem to hate it, the corporation,
the business that's doing the hiring. Now, like too many
of the applicants are having bots write their resume, their
(01:18):
cover letters, even their writing samples are generated by AI.
But on the flip side, applicants say, my resume, my application,
it never sees a pair of human eyes, you know,
it gets screened out, and I'm never considered. And I
think I'd be perfect for this job, but I never
get a fair shake because it's some bot that comes
along and rejects my application. So both sides seems to
(01:40):
hate this. There's actually some numbers here found about six
percent of job applicants admitted to participating in interview fraud,
either posing as someone else in an online interview or having.
Speaker 2 (01:53):
Someone else poses them for that interaction.
Speaker 1 (01:57):
Well, how does that happen? Isn't it zoom most of
the time for these interviews?
Speaker 2 (02:01):
Well? Right, but I could say, hey, my name's Larry
menty oh, I see.
Speaker 1 (02:04):
Then what happens when you get hired?
Speaker 2 (02:07):
Well, it's a remote hire. Who knows, they just saw you,
all right.
Speaker 3 (02:13):
I don't know what I look like if I work remotely,
it could be a different person.
Speaker 1 (02:18):
That's a scam that is sure to fail eventually. Some Yeah,
someday they're going to have to meet you and you
have to say, oh, I just got everything changed.
Speaker 2 (02:27):
I went to a place.
Speaker 3 (02:28):
But do you want do you want to fire them
or promote them?
Speaker 1 (02:31):
Yeah, that's a great question. Yeah, I think I'd go
with firing on that one. It is really fascinating where
AI is being used for. And I can see kids
right now. I have a son that's way ahead of
me on AI. I can see him putting into AI.
Write me a resume that would impress AI.
Speaker 2 (02:54):
Right, you know.
Speaker 3 (02:56):
But here's the other thing. Let's say I get that
I've applied for the job. I used AI to get
the job. I'm hired. A year into the job, Well,
I have to write a letter to someone. Well, I'm
gonna still use AI to write that letter.
Speaker 2 (03:09):
But what's raw.
Speaker 3 (03:10):
It's like in fourth grade when they said you're gonna
have to learn twelve times eleven and all your twelve
tape title because the teacher would say, well, you're not
going to have a calculator with you every day.
Speaker 2 (03:20):
Well, I do have a calculator with me every day.
FINDI all the time.
Speaker 3 (03:23):
Well, and then if I get this job, I'm going
to have this chat GPT or whoever all the time,
and I'll let it write the letters.
Speaker 1 (03:30):
Yeah, it is a quandary. They're dealing with this in
schools right now. Where at first they say you cannot
use AI. You cannot use AI. Now they're saying, well,
you can use AI, but you have to use it
at as a reference. And then one of my sons
had a class just last semester where they encouraged.
Speaker 2 (03:48):
Him to use AI.
Speaker 1 (03:49):
So I think everybody's grappling with this right now and
not sure where to go. But this doesn't replace an
HR person though, because they do so many other things
other than just get applicants.
Speaker 3 (04:03):
Well, the problem too is that these you know, all
these jobs now go up on websites and suddenly this
job for some let's say it's a regional salesperson where
you might have gotten twenty applications. Now they get in
these systems where you're getting thousands of applications. So the
poor HR office is swamped. So they rely on AI
to do a lot of the filtering to get you know,
a handful of resumes for them to find ultimately consider
(04:25):
in person.
Speaker 1 (04:26):
Now that's a good idea, I'm all with that. So
if they just filter out some people that aren't qualified.
Speaker 2 (04:32):
But but what's the filter. Who sets the filter? Maybe
it's not you know.
Speaker 3 (04:37):
Yeah, well that's the the applicants complaint is maybe technically
I won't get through the filter, but you'll see as
a whole my background makes me perfect for this job.
Speaker 2 (04:46):
But because I don't have a specific X, y Z,
you may not like it. Yeah, so the filter may
be flawed, is the concern of applicants.
Speaker 1 (04:53):
But a company is allowed to say I want somebody
that does this, this, this and this and this, and
if your resume doesn't say you do those things, that's easy.
Then you could be eliminated before they get to talk
to you. But just so a human beings involved somewhere
in the process.
Speaker 2 (05:09):
I'll take that.
Speaker 1 (05:10):
I'll take that. Rory O'Neill, wor national correspondent with us
every day at this time, and he's going to be
back next week. Oh no, tomorrow morning. Excuse me, tomorrow
morning at seven fifty. Yeah, yeah, you thought you had
a day off. No, no, no, no, thanks so much,
thanks Rory.
Speaker 3 (05:27):
We're going to take your house, put a lean on
your bank account, garnish your pay
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