While many candidates instinctively distrust AI interviews, data and real-world experience tell a different story. When designed with transparency, fairness and human oversight, AI-led interviews can reduce bias, build trust and significantly improve the candidate experience.
If you asked most people whether they’d like to be interviewed by artificial intelligence instead of a human, the instinctive answer would probably be “no thanks”.
And yet, in a recent experimental study on AI-led interviews, 78% of participants said they preferred being interviewed by AI rather than a human interviewer – when the system was transparent, fair, and clearly explained.
At first glance, this feels counter-intuitive. But if you look at what candidates are actually experiencing in hiring processes today, it starts to make sense.
Globally, candidates are not walking into a neutral, comfortable system:
Add to this the reality on the employer side:
Long and complex processes are pushing candidates to drop out before they even finish an application.
So when candidates say they feel more comfortable with AI in certain situations, they’re not saying “I prefer robots.”
They’re saying: “I’m tired of feeling judged, rushed or dismissed by a process I don’t trust.”
They’re not avoiding humans. They’re avoiding bias, stress and inconsistency.
In controlled experiments where AI voice agents conduct structured interviews, early results are striking:
This aligns with a broader trend: as AI becomes more present in HR, 88% of companies globally already use some form of AI in HR, including recruitment.
The difference between “harmful” and “helpful” AI in recruitment is design and governance, not the technology itself.
At HooRa, we built Alex, our AI-powered voice recruiter, with a very simple rule:
Alex never replaces the human. Alex prepares the human to make better decisions.
Here’s how that looks in practice:
Our candidate Net Promoter Score (NPS) for Alex interviews is consistently around +60 — a level almost unheard of in traditional recruitment processes.
Candidates tell us:
In other words: when the experience is designed with candidates in mind, an AI voice can feel more human than a rushed 15-minute call.
We believe it already is.
The question is not “AI or humans?”
The question is:
“Who will succeed in combining data, empathy and expertise in a responsible way?”
At HooRa, our answer is simple:
And in between, let’s design recruitment processes where candidates finally feel what they’ve been asking for all along: clarity, respect and fairness.
How far would you trust an AI interviewer – and what would you need to feelcomfortable with
Discover how responsible AI interviews can reduce bias, restore trust and create a fairer hiring experience for both candidates and recruiters.
Join the Swiss companies that chose efficiency and fairness.
