By Nick McFall, VP Sales Management – Consulting
Interviews have changed. Not because the questions are drastically different, but because the tools job seekers now have access to are more advanced than ever. As someone who’s spent years in the world of consulting, staffing, and executive placement, I’ve seen the evolution up close. From resume-writing bots to AI-generated interview prep, candidates are showing up to interviews armed with more polish, more prep, and sometimes, less authenticity.
Here’s the reality: AI can help candidates show their best side. But it can also backfire, fast! Employers are savvier, interview formats are adapting, and the ability to read people beyond rehearsed answers is becoming more important than ever.
So, what does that mean for job seekers today? Let’s talk through a few do’s and don’ts I’ve seen play out on both sides of the hiring table.
DO: Use AI to prep, not to pretend
AI tools like ChatGPT can help organize your thoughts, generate strong responses, and simulate common interview questions. That’s smart prep. But copying answers word-for-word or scripting your entire interview is a red flag. Employers can tell when something sounds overly rehearsed or too polished. AI should help you clarify your story, not create it.
Pro tip: Use AI to brainstorm success stories or frame your experience in different ways but deliver them in your own words and tone.
DON’T: Let AI replace your personality
One of the most common mistakes I see is overengineering responses. Candidates show up with “perfect” answers that lack any personal flair. The result? They fade into the background. Hiring managers remember confidence, not perfection. They connect with real people, not generic bullet points.
Especially in consulting and project-based roles, communication style, energy, and approachability matter just as much as skillset. Don’t let AI strip that away.
DO: Know how to talk about working with AI
Whether you’re in operations, marketing, IT, or HR, most industries are incorporating AI in some form. That doesn’t mean you need to be an expert. But being able to talk about how you’ve used AI tools, or how you’re open to learning, shows adaptability.
I advise candidates to mention practical examples: automating tasks, improving reporting, summarizing long documents, or speeding up research. It shows you’re not afraid of change and that’s a skill every business values.
DON’T: Dodge the “how” questions
This is where some candidates stumble. They list big wins, but when asked how they achieved them, they freeze or worse, give a vague response clearly pulled from AI-generated fluff.
Hiring managers want to understand your thinking process. They want to hear what you prioritized, how you navigated challenges, and what you learned. This is especially true for leadership and consulting roles where decision-making is key. Practice storytelling, not memorization.
DO: Treat the interview as a conversation, not a test
AI can generate all the talking points in the world, but if you’re not actively engaging during the interview, it’s obvious. Listen. Ask thoughtful questions. React naturally.
When I coach candidates, I always remind them: The goal isn’t to pass the interview it’s to connect. Strong hires don’t just check boxes; they build rapport.
Final Thoughts
AI isn’t going anywhere and that’s a good thing. It’s leveling the playing field, helping candidates prepare smarter and approach interviews with more confidence. But the real differentiator will always be you.
Show up informed. Use the tools at your disposal. But let your personality, experience, and instincts shine through. That’s what employers remember. And that’s what lands the offer.