哈佛商业评论：AI 正在破坏招聘两端——简历造假与远程面试作弊
HR 和招聘经理的噩梦成真了——AI 让简历和面试都失去可信度，这篇文章给出了可操作的解决方案（实时工作模拟），做招聘的团队值得点开看看怎么应对。
《哈佛商业评论》新文章指出，AI 正在从简历筛选和远程面试两端破坏招聘流程。候选人可快速生成优化简历，AI 筛选器反而偏好类似 AI 输出的文本，导致弱候选人被高估。远程面试中，实时 AI 助手可提供答案，尤其对可预测的行为问题。文章建议用实时工作模拟问题替代传统面试，通过中途改变事实、要求候选人辩护权衡来检验真实能力。
New Harvard Business Review article.
AI is now breaking hiring at both ends, with résumés becoming easier to fake and remote interviews becoming easier to script live.
Hiring systems now reward people who can perform the hiring process, not always people who can do the work.
The old résumé signal is weakening because candidates can generate polished, keyword-heavy applications in minutes, while AI screeners may favor text that looks like AI output, with one cited study finding 23% to 60% higher shortlisting for model-like résumés.
Remote first-round interviews are also losing trust because live AI assistants can suggest answers during calls, especially for predictable behavioral questions like conflict stories, motivation answers, and rehearsed career narratives.
The damage is not only false positives, where weak candidates look strong, but false negatives, where unconventional candidates never get seen because their documents are less optimized than their thinking.
They propose replacing predictable first-round questions with live work-simulation prompts where the interviewer changes the facts mid-answer, asks the candidate to defend tradeoffs, and checks whether their reasoning stays coherent.
A practical version is: give a messy job-relevant scenario, ask for a decision, then add a surprise constraint or contradiction and make the candidate revise their answer out loud.
