Have you heard — or asked — the AI interview question yet? “Do you use AI?” is an increasingly common interview question in the recruitment process.
While the AI interview question might sound simple, it actually reveals a lot about the future of hiring, AI hiring trends, and the skills that both candidates and hiring managers need to navigate this new era. For candidates, answering this question – what does a good answer look like? And on the hiring side, hiring managers need to know what a ‘good’ answer actually looks like if they’re going to hire the right people for the new world.
AI in Recruitment: the interview question, and other hiring trends
The demand for AI fluency is rising. It’s essential that leaders explore how best to use this technology, especially in senior communications roles where content creation, stakeholder engagement, and rapid responsiveness are critical. Anecdotally, as recruiters we’re seeing a sharp increase in the number of comms roles that require a decent level of AI fluency, and recent reports back that up.
According to a 2024 LinkedIn and Microsoft report, over 75% of professionals now believe AI proficiency to be as important as traditional experience when considering new hires. And PwC’s 2024 Global AI Jobs Barometer further confirms this shift, showing job postings requiring AI skills have grown 3.5 times faster than all other roles since 2016. These jobs also carry a 25% wage premium, underscoring the value employers place on AI capability. AI hiring trends are not just theoretical — they’re already reshaping CVs, interviews, and job descriptions. Senior comms leaders need to ensure they’re prepared for this shift with the right talent, while candidates need to understand AI in order to be in with a fighting change in a competitive job market.
Understanding the AI interview question
It’s important to understand that the question, “do you use AI?” isn’t a trap — it’s an important differentiator. It’s not about catching candidates out for relying too heavily on shortcuts. Instead, it’s about understanding how they engage with tools that are becoming foundational to the workplace. For example, a good answer might highlight how a candidate uses generative AI to brainstorm content or summarise reports — but also when they choose not to use it. Hiring managers should pay attention to the how and why behind AI use. Is it thoughtful and strategic? Does the candidate understand its limitations and ethical implications? These insights offer a richer picture of potential beyond a standard skill set.
Why AI fluency matters for comms professionals
In communications, the rise of AI presents both opportunity and risk. The ability to prompt effectively, evaluate outputs, and tailor tone and message is becoming a critical differentiator. As AI tools automate more basic tasks, human creativity, oversight, and nuance become even more valuable. This is particularly important in crisis comms, executive messaging, and stakeholder engagement — areas where tone, judgement, and timing are everything. Candidates who can demonstrate AI fluency and emotional intelligence will stand out in an increasingly competitive field.
AI Recruitment: the hiring process
It’s not just candidates using AI — employers are too. ResumeBuilder data shows, in 2023, 43% of companies already used or planned to use AI in interviews. Understanding how these tools work, and their limitations, is vital for both sides of the hiring table. Some companies are even deploying AI to assess candidate responses, analyse behavioural cues, or score technical assessments. For hiring managers, this means keeping a close eye on bias, transparency, and candidate experience. For candidates, it means preparing for a new kind of evaluation, and working with recruitment experts who can help you navigate this shift where possible.
What hiring managers need to do now:
1. Update job descriptions
Job descriptions in 2025 should clearly define both your own AI policy, and the level of AI fluency required for the role. Transparency is key.
2. Train interviewers
Make sure you equip your hiring teams with the knowledge and training they need to assess AI-related responses with nuance — they need to be aware of what a ‘good’ answer looks like.
3. Champion ethical AI
AI is significantly impacting hiring, but it also raises ethical questions in the context of data, security, privacy, and copyright infringement. Ensure your recruitment processes are transparent, fair, and inclusive — and that you understand the parameters of the tools you’re using.
What candidates need to do now:
Be honest
Don’t exaggerate your AI knowledge, if you’re not familiar with a specific software or use-case, there’s no harm in admitting that — but do show curiosity and openness. Being willing to learn and adapt is vital.
Give examples
Demonstrate how AI supports your work without replacing your judgement. The best candidates won’t rely entirely on AI for drafting, strategy, or creative work, but will lean on it heavily for time-intensive administrative or manual tasks that would otherwise slow them down.
Stay current
Tools and capabilities are evolving fast. Continuous learning matters, and is likely to help you stand out on the job market as demand for AI literacy grows.
The future of AI in hiring
The rise of AI in hiring — and the AI interview question — isn’t a temporary trend, it’s a significant shift. As more organisations adopt AI tools to streamline their processes, the focus will increasingly fall on how people use those tools creatively, strategically, and ethically. AI hiring trends reflect a new kind of workplace literacy. For communications professionals in particular, the combination of AI know-how and human insight will become the hallmark of great talent. So, whether you’re a hiring manager or a comms professional looking for your next role, consider the true value of the question “do you use AI” ahead of your next interview, and thank us later.
To speak about this or how we could support your talent strategy in the face of AI hiring, get in touch directly.
Hanson Search is a globally recognised, award-winning talent advisory and headhunting consultancy. Our expertise lies in building successful ventures worldwide through executive search, recruitment, and interim solutions across business-critical roles that drive revenue, protect reputation, and manage risk. We recruit across the C-suite and senior advisory roles, as well as key business functions including communications and investor relations, sustainability, public affairs and policy, digital transformation, marketing and sales, operations, and strategic investment leadership.
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