In a hiring landscape increasingly shaped by AI tools and automation, find out what intentional steps we took to keep the human connection at the center of our hiring process.
We recently opened a job requisition, which was our first since AI became a go-to tool for job seekers and bots alike. While we recognize the value AI can bring to a job search, especially in a crowded labor market, we also felt the need to protect something essential in our hiring process: the human connection.
At Sparkbox, we rely on people who can think critically, solve complex problems, and communicate with empathy. These aren’t just buzzwords on a job description; they’re core to how we work. So, as we navigated this new landscape, we adjusted our process to ensure we could still spot these very human qualities.
Here are a few steps we took to keep real people at the center of our hiring experience.
Ask questions bots can’t answer
As part of our application process, we’ve long included a short, position-specific questionnaire to assess core competencies and experience needed to succeed in the role. This time, that same tool helped us identify applications that appeared to be generated by AI.
While reviewing the questionnaire responses, we noticed a curious trend – many responses from different applicants were nearly identical. Our most effective filter? A simple question: “Describe your dream vacation.” A surprising number of applicants dreamed of “driving the California coast, soaking in the scenery, and sampling the local seafood.” While it sounds lovely, it became clear that this answer was Claude’s dream vacation, not the applicant’s.
Human responses, on the other hand, stood out for their originality, creativity, or personal details. It was an unexpected, but helpful, way to screen for authenticity.
Set clear expectations around AI use
Since we’re a fully-remote team, all of our interviews take place over Zoom. While this makes scheduling easy, it also introduces a new challenge: candidates can discreetly use AI to help them answer questions in real-time. (It’s happening.)
We decided to address this head-on. Before each interview, and again at the start, we communicated clearly that AI assistance would not be permitted during our time together. This wasn’t about catching anyone off guard, but it was about creating space for genuine conversation.
By setting this expectation early, we made room for a more honest exchange. While this wasn’t a foolproof way to eliminate AI usage in the process, it helped most candidates show up with their real thoughts, reactions, and personalities, and that’s exactly what we wanted to see. And in the one instance where that didn’t happen, the difference was obvious– long distracted pauses, polished answers without substance, an inability to elaborate on details or answer follow-up questions - which made it difficult for us to connect with the candidate.
It was an unexpected, but helpful, way to screen for authenticity.
Use scenarios to guide interview questions
It’s no secret that many candidates use AI to prepare for interviews. While there’s nothing wrong with practicing, we needed to evaluate how someone would perform in real, often unpredictable situations.
To do that, we relied on behavioral and scenario-based interview questions drawn from actual client experiences. For example, we asked: “Given the scenario and constraints we’ve described, how would you assert influence and guide the project’s direction?”
These questions required candidates to think critically and apply their skills in context. Because the scenarios were grounded in real challenges, they demanded a level of engagement and decision-making that pre-written answers couldn’t provide. The result? A clearer sense of how someone would actually show up in the role.
Stay human on purpose
This hiring experience reminded us that AI is transforming the process for candidates and employers alike. That’s not necessarily a bad thing. But at Sparkbox, we believe we have a responsibility to keep evolving while protecting what matters most to us: the humans behind the applications.
By asking the right questions, setting clear expectations, and designing interviews that reflect the work, we were able to find a candidate who brought both skill and authenticity to the table.
And now that the hiring process is behind us, we might just take a little break - maybe even along the California coast to enjoy the local seafood and ocean breezes. Thanks, AI, for the travel tip.
