Introduction

If you’ve ever tried hiring someone, you already know how messy the process can get. As someone who works closely with recruiters every day, I’ve seen how hard it is to find the right person in a pile of resumes.

Back in the day, Applicant Tracking Systems (or ATS) helped a lot. They were built to sort through resumes and highlight the ones that matched certain keywords. But things have changed. What worked a few years ago is not really working now.

Today, candidates can use AI tools to create resumes in just a few minutes. These resumes are full of the “right” words to beat the system, but they often miss the most important thing: whether the person is actually a good fit. That means recruiters have to go back to doing a lot of manual screening again, which takes a lot of time and energy.

It’s clear now that we need a better way to screen. One that’s faster, fairer, and more focused on real skills than just nice-looking words on a resume.

Key Takeaways

• Resume screening misses important details about a candidate’s skills or personality.
• AI interviews and skill tests give a clearer picture of what someone can do.
• Hiring in 2025 is about being fair, fast, and kind to candidates.
• Using ATS with new screening tools makes hiring better.

The Problem with Resume Screening

ATS tools helped make the hiring process easier in the past. They could go through hundreds of resumes and pick out the ones that seemed to match what the company was looking for. But these tools only know how to look for words; they don’t understand the meaning behind them.

Now that job seekers can easily create resumes with AI, many resumes easily pass through the ATS. However, when you speak to the candidate, it becomes clear that they might not be the right fit. This means recruiters have to spend even more time on manual screening, even after the system has filtered them.

Resumes also hide things like creativity or teamwork. A 2024 study from LinkedIn said 90% of hiring managers value these skills as much as technical ones. But how do you spot those on a resume? You don’t. I’ve seen candidates with perfect resumes struggle in interviews because they couldn’t collaborate or explain their work.

What Is an AI Interviewer?

We recently launched S(ai)na – our AI interviewers. It’s trained on over 50000 real interviews.

S(ai)na asks candidates skill-based questions, analyzes the responses, and gives feedback. It’s not just about what they say, but how they say it,  how clear they are, how confident they sound, and how well they understand the topic.

This is a huge step forward compared to traditional screening. Instead of spending hours reading resumes and guessing who might be good, you can now hear real responses and get a list of top candidates ready for the next round.

Benefits of AI Interviews

Saves Time

Most recruiters spend hours, even days, just going through resumes and shortlisting candidates. With S(ai)na, that time drops sharply. In some cases, recruiters save around 23 hours per role.

Hire Better People

Since S(ai)na focuses on how someone actually solves problems and communicates, the quality of candidates who get shortlisted is much better. Instead of relying only on resumes, you’re picking people based on real skills and fit.

A Better Experience for Everyone

Candidates don’t have to worry about having the perfect resume. They just show up, talk to the AI Interviewers, and let their knowledge and thinking shine through. This feels fairer and comfortable for many people.

A Quick Look: Traditional Resume Screening vs AI Interviews

If any of these sound familiar, it might be time to try something new:

• You are still going through resumes manually, even after using an ATS
• You often find that candidates who have a perfect resume are not always the right fit 
• You are spending days or even weeks just trying to shortlist applicants
• You want the experience to feel better for both you and the people applying

A lot of recruiters feel this way right now. Many of them are starting to explore AI interviews to help them go beyond resume screening.

When Should You Use AI Interviews for Screening?

If you’re hiring for roles that get a lot of applications, like sales, customer support, or tech, then AI interview is very helpful. It helps you filter the candidates early on and figure out who’s worth interviewing.

Even if you’re hiring for smaller roles, AI interviews can still be useful. They take the pressure off your team and give you helpful insights early on. And helps you focus on real conversations instead of just resumes.

Here’s what we noticed after companies started using S(ai)na:

How to Start Using AI Interviews for Screening

• Think about which roles take the most time to screen
• Visit: https://ai.hirehunch.com/interview/
• Choose your preferred job role
• Provide skill parameters
• Create the interview and invite candidates
• Be open with candidates about how you’re using AI
• Keep reviewing the feedback you receive about each candidate

Conclusion

Hiring has changed a lot in just a few years. And if you’re still only using an ATS to screen candidates, you’re probably spending more time than you need to and missing out on great people.

With the help of S(ai)na, recruiters can now filter candidates faster. You get to know the person behind the resume. You get your time back. And you hire better.

It’s not about replacing humans. It’s about helping humans hire better.