Two out of three HR professionals would trust AI to conduct a job interview independently, according to a new study from BambooHR. The finding marks a sharp escalation in how HR teams view the technology - moving it beyond CV screening and into direct, candidate-facing roles.
The survey of more than 500 HR professionals found that 76% described themselves as confident, everyday users of AI tools, compared with only 50% of employees. Confidence in AI now extends well beyond administrative support. 92% of HR professionals said they are actively piloting or planning to deploy AI agents across the employee lifecycle, including candidate screening, policy enforcement, workforce analytics, and retention monitoring.
AI shifts from back-office tool to interview participant
Nicole Csizar, Senior Director of HR Services at BambooHR, said AI can help recruiters focus on meaningful interactions by automating routine tasks. She pointed to preparing interview questions, taking notes, and organising information as areas where the technology can reduce administrative burden. "AI should support interviewers rather than replace them," Csizar said, cautioning against removing human involvement from hiring altogether.
The study suggests HR leaders increasingly see AI as a strategic capability, not just a productivity tool. Organisations are testing applications that influence hiring decisions directly - a shift that brings new risks alongside the efficiency gains.
Bias remains a persistent problem
Eight in 10 HR professionals reported identifying bias or other issues in AI systems they use. The most common problems involved AI model bias and demographic bias. 36% said they had observed AI favouring CVs and cover letters generated using the same AI model, while 33% reported patterns of demographic bias in AI-supported hiring.
These concerns are not theoretical. Separate research from the University of Washington found that human decision-makers often mirrored biased AI recommendations instead of correcting them. The BambooHR report also referenced industry discussions about automated systems disadvantaging under-represented groups, reinforcing calls for stronger oversight.
Governance and transparency become non-negotiable
Regular reviews of AI-enabled HR systems are now seen as essential. The State of AI in Australian Human Resources report recommends assessing tools both before deployment and after implementation to support diversity, equity, and compliance objectives. Kara Dennison, Head of Career Advising at Resume.org, previously stressed that employers should clearly explain how AI is used during recruitment, the level of human oversight involved, and what candidate data is collected.
For HR teams looking to build these capabilities, structured learning paths can help. AI Learning Path for HR Managers covers recruitment automation, workforce analytics, and the governance frameworks needed to deploy AI responsibly. Broader guidance on AI for Human Resources also addresses how to evaluate tools and maintain compliance as adoption accelerates.
Why this matters for HR professionals
The BambooHR data confirms that AI is no longer confined to back-office HR tasks. With two-thirds of HR professionals willing to trust AI with interviews, the pressure to deploy these tools is growing - but so is the evidence that unchecked systems introduce real bias. HR leaders who move fast without building governance, transparency, and human oversight into their processes risk embedding discrimination into hiring decisions at scale. The organisations that get this right will treat AI as a decision-support tool, not a decision-maker.
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