AI Interview Tools 2025: How to Use AI in Hiring for Better Decisions

Yes, there are AI tools that can support both candidates and employers during the interview process. For candidates, they make preparation less stressful and build confidence. For employers, they save time, cut down on admin, and create fairer decisions. The aim is not to replace people, but to make interviews more effective and more human.

How to use AI for hiring: For Candidates

If you are preparing for a job, AI can make the process smoother:

• Practice interviews: Simulated interviews mean candidates can rehearse answers before the real thing. This helps reduce nerves and improves confidence when it matters most.

• Preparation support: AI can provide likely questions and company insights so candidates arrive ready and informed, rather than scrambling the night before.

• Confidence building: By getting feedback in advance, candidates walk into the room with a clear idea of their strengths and areas to improve.
  

For Employers

Employers often find interviews harder to manage than people realise. AI can help in practical, measurable ways:

• Transcripts and note-taking: Instead of scribbling during the interview, managers get a full transcript automatically. Recruiters spend on average two hours a day on admin tasks - roughly 15 hours per week. Automating note-taking and transcription gives much of this time back, freeing interviewers to actually listen.

• Skills-based scoring: Interviews often come down to “gut feel,” especially if two managers can’t agree on a candidate. Skills-based scoring provides a neutral benchmark, so hiring decisions are fairer and based on evidence, not debate. Studies show that structured, skills-based interviews can improve hiring accuracy by up to 25% (Harvard Business Review).

• Screening applications: Many strong candidates are lost at the CV stage simply because they didn’t use the right buzzwords. In fact, 75% of CVs are rejected before a human even sees them (Glassdoor). Skills-first screening makes sure talent isn’t overlooked, creating better shortlists and improving the quality of hires.
  

Where Skillmint is different

Most tools only help with one slice of the process. Some are built for candidate practice. Others just provide notes. Skillmint was designed to support the whole hiring journey, with two products that work together:

• Skillmint Screening: Lets hundreds of candidates complete interviews asynchronously, at a time that suits them. This means hiring teams can consider a much wider pool without extra workload. It also fixes one of the biggest problems in recruitment - up to 75% of qualified candidates get lost in ATS systems (Glassdoor). With Skillmint, strong candidates are far less likely to slip through the cracks.

• Skillmint Copilot: Supports interviewers before, during, and after live interviews.

  • Before: Sends reminders and tailored prep, including suggested questions, so managers arrive confident and ready.

  • During: Joins the interview in real time, taking notes, producing transcripts, and prompting interviewers with follow-up questions when needed.

  • After: Delivers structured notes and skills-based scoring, helping teams reduce bias, compare candidates fairly, and make decisions faster.

Put simply, Screening makes sure the right candidates get through, and Copilot makes sure every interview is sharper, fairer, and easier to manage.

Which tool is best?

Free apps can be useful for candidates who just want quick practice. But employers need more than that. The real value comes from tools that reduce wasted hours, bring consistency to decisions, and give hiring teams clarity they can rely on.

That’s what makes Skillmint different. By combining Screening and Copilot, it doesn’t just remove admin - it gives teams a clearer picture of who will actually succeed in the role.

Final thought

Yes, AI tools can help with interviews. But real change comes from using them to support the full journey, not just one piece. Skillmint was built to do exactly that: preparing interviewers before the call, supporting them in the moment, and giving them clear, unbiased insights afterwards.

The result? 15+ hours of admin saved per week, less bias in decision-making, and more confident hiring choices.