Mike Shekhtman has observed more hiring managers returning to face-to-face job interviews as candidates increasingly use artificial intelligence (AI) tools during virtual hiring processes.
“When you bring people into your office, you’re almost making it a bit of a clean room,” said Shekhtman, Vancouver-based senior regional director for Western Canada at Robert Half. “This is not an open book test.”
Employers are getting pretty good at spotting the use of AI: Nearly eight in 10 Canadian hiring managers can detect when candidates use AI to create application materials, according to recent Robert Half research. The proliferation of AI appears to be driving some employers back to in-person interviews to better assess genuine skills and cultural fit.
Shekhtman said he has observed more clients requesting in-person interviews throughout 2025, though the company does not yet have hard data to quantify this trend. “It’s very rare now that we don’t have it in person,” he said in an interview with HR News Canada.
Technology makes cheating easier
Modern AI tools allow candidates to transcribe interview questions in real-time and receive instant answers, making it difficult for employers to assess true technical abilities during virtual meetings, said Shekhtman.
“People are much more armed today than they were years ago,” he said. “They can do enough research to know what a hiring manager is going to ask. So it becomes a bit robotic in nature, where people can almost ace the test, so to speak.”
Some candidates in virtual interviews have gone to extreme lengths, including taping phones to computer screens outside camera view to access AI assistance while appearing to maintain eye contact with interviewers.
“It’s almost an arms race where people are, especially in a competitive market, trying to get the edge in terms of ultimately landing the position,” said Shekhtman.
This technological advantage may be a contributor to hiring regret, with about 25 per cent of employers reporting disappointment with new hires due to gaps between interview performance and actual job capabilities, according to Shekhtman.
In-person interviews reveal authentic abilities
Face-to-face meetings provide what Shekhtman called a “three-dimensional view” of candidates, allowing employers to assess soft skills, body language, and real-time problem-solving abilities that virtual interviews cannot capture effectively.
In-person interviews also test practical skills often overlooked in virtual settings, such as punctuality, navigation abilities, and interpersonal interactions with reception staff.
Shekhtman said Robert Half has seen increased demand for in-person interviews from clients, with many now conducting interviews at the staffing firm’s offices rather than virtually.
Gen Z faces adjustment challenges
Younger workers, particularly Gen Z professionals entering the workforce, may struggle with the transition to in-person interviews after years of virtual-first interactions.
“They know how important it is, and how much energy, how much learning, how much career advancement they’re able to get through that in person experience,” Shekhtman said. “And yet they’re so reluctant to actually do it at times.”
He compared the situation to taking medicine: “I hate the taste of medicine, but I know it’s really good for me.”
The reluctance often stems from convenience factors, including travel time, parking considerations, and the inability to access online resources during interviews.
AI has legitimate uses in hiring
Despite concerns about cheating, Shekhtman believes AI can benefit both job seekers and employers when used appropriately.
Legitimate applications include organizing existing experiences, polishing presentation skills, and correcting grammatical errors in application materials.
“Anything that you’re creating leveraging AI, you should be very confident in talking about and elaborating on,” he said.
Companies should also embrace AI tools to improve efficiency in job postings and candidate sourcing, said Shekhtman.
Long-term benefits expected
Organizations report better employee retention and reduced attrition when using in-person interviews, partly due to improved onboarding processes that begin during face-to-face meetings, according to Shekhtman.
The approach aligns with broader workplace changes as companies reduce remote-only positions and increase hybrid or in-office requirements.
“Nothing will beat it,” Shekhtman said of in-person interviews. “The same way that we invest our relationship with the people that we love in our personal life, building relationships that are meaningful is done in person.”
