Two-thirds of HR professionals would trust AI to conduct a job interview on its own, according to a BambooHR survey of more than 500 HR leaders. The finding, published September 2, 2026, signals a shift in how hiring teams view automation, even as concerns about bias persist.
The report found that 67% of HR professionals would let AI run an interview without human intervention. That figure stands in contrast to earlier research showing AI use in HR was mostly confined to résumé screening, training, and assessments.
Confidence in AI tools among HR leaders outpaces the broader workforce. Three in four HR professionals (76%) described themselves as confident, everyday AI users, while only 50% of employees said the same. The report also found that 92% of HR professionals are already piloting or planning AI agents across the HR lifecycle, from screening candidates to monitoring flight risk and enforcing policies.
AI as interview support, not replacement
Nicole Csizar, senior director of HR services at BambooHR, said AI can improve the interview process by handling administrative tasks. "The more we use AI in recruiting, the more human the interview can become," Csizar said. "AI can take a lot off an interviewer's plate: preparing questions, taking notes, organising information, all the things that distract you from really being present with the person you're talking to."
She cautioned against handing full control to the technology. "AI shouldn't replace the interviewer, it should be used to make the interviewer better at the part we actually need humans for," she said.
For HR teams looking to build these skills, structured training paths such as AI for HR Managers and AI for Recruitment Coordinators cover AI recruitment automation and candidate screening in depth.
Bias remains a documented problem
Eight in 10 HR professionals said they have found biases or problems in the large language models supporting their work. The most common issues were AI model bias and demographic bias. More than a third (36%) reported seeing AI favor résumés and cover letters drafted by the same model, and 33% noticed patterns of demographic bias.
This is not a new concern. A 2024 poll in Australia found HR leaders believed AI discrimination had already occurred against under-represented groups in the workplace. A separate study from researchers at the University of Washington found that human decision-makers often mirrored biased AI decisions rather than correcting them.
The State of AI in Australian Human Resources report recommends reviewing AI-enabled or automated HR technology both before deployment and after a period of implementation. The report said such reviews are "critical to supporting equity and diversity, and mitigating risks of bias and discrimination."
Transparency in AI-assisted hiring
Kara Dennison, head of career advising at Resume.org, has emphasized the need for clear communication with candidates. "This means clearly explaining where and how AI is used, whether it makes recommendations or rejections, the level of human oversight, and what data is collected," Dennison said. "This proactive approach promotes fairness, prepares candidates, and demonstrates a commitment to ethical, effective hiring practices."
Why this matters for HR professionals
AI is moving from back-office screening into candidate-facing stages of hiring. The 67% trust figure means your team is likely already discussing or testing AI-led interviews. The bias data is a reminder that these tools need auditing before and after rollout. If you adopt AI for interviews, document where it makes decisions, keep a human in the loop for final judgment, and tell candidates how the process works. That combination of speed and oversight is what separates a useful tool from a legal liability.
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