With More Applications because of AI, Is the Solution More Steps in the Hiring Process?

Why It Matters

Over‑complicating hiring with AI‑driven checks can delay hires and deter talent, impacting productivity and cost efficiency.

Key Takeaways

• AI increases candidate volume, prompting extra hiring assessments.
• New verification steps aim to combat deep‑fake applications.
• Excessive friction prolongs time‑to‑fill despite better candidate pools.
• Over‑tooling creates “too many cooks” and process breakdowns.
• Balancing necessary friction with efficiency is critical for hiring success.

Summary

The video discusses how the surge of AI‑generated applications is prompting recruiters to add new steps to the hiring workflow.

Speakers note that firms are layering assessments—such as AI‑driven skill tests and biometric “deep‑fake” checks—to filter the flood of candidates, but each added gate creates friction that can slow hiring.

One participant recalls a 38‑page mobile application and jokes about verification like “jump up and down, touch your nose three times,” while another warns that “too many cooks in the kitchen” and an excess of tools break the process.

The consensus is that organizations must strike a balance between necessary security checks and a streamlined experience, or risk longer time‑to‑fill and candidate drop‑off.

Original Description

More applications because of AI doesn’t mean the solution is more steps in the hiring process.

I asked Carrie Corbin about this in the latest Workology Podcast. Her answer? It’s about finding the balance between reducing friction and adding the right friction.

Too many tools, assessments, and approval layers can actually slow hiring down and break the process.

Sometimes the goal isn’t more steps. It’s better qualification earlier in the funnel.

🎧 Listen to the full episode 442 on Workology Podcast