AI Philosophy for Interviews

Humans will always use the best tools available to get ahead. Today, that tool is AI. Candidates are already tempted to use it in job interviews, whether it’s whispering answers through an earpiece, running a second screen, or even generating live responses.

Here’s the real question: is using AI in an interview a sign of resourcefulness - or of dishonesty?

That’s not an easy line to draw. Some companies will see AI-assisted answers as a red flag. Others may see them as proof of adaptability. But without a philosophy, you end up with chaos different managers making inconsistent calls, candidates losing trust, and hiring decisions that don’t hold up.

This chart from a 2025 study below reveals a crucial hiring truth: performance alone isn’t enough integrity is decisive. High performers in Finance, Professional Services, and Healthcare were hired only when paired with integrity.

In contrast, candidates showing low integrity, especially in Technology, Marketing, and parts of Healthcare, were consistently rejected, regardless of skill.

Interestingly, some Healthcare candidates with modest performance but high integrity still secured roles, showing organizations value trust over raw output. The pattern reflects today’s AI dilemma: candidates can use AI to perform better, but misuse erodes trust. Companies must define an AI philosophy to balance performance with integrity in hiring.

This is where Sherlock comes in. Our mission is simple: to help companies create an AI philosophy for interviews one that defines what’s acceptable, what isn’t, and how to spot the difference.

Sherlock doesn’t replace human judgment. It ensures that interviews are fair, transparent, and protected against misuse, while leaving the final decision to people.

AI is already in the room. The only choice is whether you acknowledge it with clarity or let misuse shape your hiring process for you.