Artificial intelligence is reshaping recruitment. From tools that polish CVs to platforms that help candidates rehearse interview questions, AI is fast becoming part of the hiring process.
Used wisely, it can boost efficiency, sharpen presentation, and build confidence. But used unwisely? It can create some of the most memorable — and not in a good way — interview moments.
Here are a couple of stories that highlight what happens when candidates put too much faith in AI, and the lessons both firms and accountants can take from them.
The CV That Didn’t Match the Candidate
One candidate submitted what looked like a flawless CV. It was articulate, engaging, and made them sound like a strong contender for the role. Their skills ticked every box, and their career achievements read like a highlight reel.
But when the interview came, cracks appeared:
- When asked about a technical achievement, the candidate struggled to give details.
- “Career highlights” from the CV didn’t quite line up with their experience.
- The overall impression was of someone who had read their own CV for the first time that morning.
It later became clear the CV had been heavily rewritten by an AI tool. While it looked great on paper, it created expectations the candidate couldn’t deliver on.
Lesson for candidates: A CV should be a true reflection of your skills and experiences. By letting AI create a version of you that doesn’t match reality, you risk embarrassment — and you damage trust with potential employers.
Lesson for firms: A polished CV is only the start. It takes a recruiter’s insight, probing questions, and proper screening to identify the genuine strengths of a candidate.
The Candidate With a Digital Co-Pilot in the Interview
Another memorable moment involved a virtual Teams interview. At first, everything seemed normal. The candidate listened carefully, nodded, and paused before answering each question.
But then something felt off. The pauses were long, the answers oddly structured, and the language strangely formal — as if lifted from a textbook. After a while, it became clear: the candidate was using an AI tool in another window to generate live responses, reading them out as if they were their own.
The problem? It was obvious. The answers lacked personality, warmth, and genuine insight. Instead of building rapport with the interviewer, the candidate came across as robotic and unconvincing.
Lesson for candidates: Practising with AI is fine. But in the interview itself, firms want you — your thought process, your examples, your personality. Reading out AI-generated answers makes it harder, not easier, to impress.
Lesson for firms: It’s important to spot when responses don’t feel authentic. A recruiter can help separate genuine ability from “AI gloss” — ensuring you see the real person behind the screen.
Beyond the Laughs: The Bigger Picture
While these examples are funny, they highlight a growing issue in recruitment: how do we balance the benefits of AI with the need for authenticity?
- For candidates: AI can help you prepare, but don’t let it replace your own voice. Use it to practise, refine, and polish — not to invent experiences you don’t have.
- For firms: AI tools may save time, but they can’t replace human judgment. Hiring decisions in accountancy are about more than keywords or scripted answers — they’re about ambition, cultural fit, and potential.
Why Recruitment Still Needs the Human Touch
At Public Practice Recruitment Ltd, we see AI as a supporting tool — useful in the background, but never a substitute for people. What sets successful recruitment apart is the ability to:
- Understand a candidate’s career story.
- Judge personality and cultural fit.
- Advise both sides on the “bigger picture” of career moves and firm growth.
That’s where our expertise comes in. We know how to look past the polished CVs and scripted answers to identify the talent that will thrive in your firm — and how to help candidates present their most authentic selves.
Final Thoughts
AI has a role to play in recruitment, but it’s not the star of the show.
- For candidates: it can help you prepare, but don’t let it replace you.
- For firms: it can help process applications, but it won’t replace the insight and judgement of experienced recruiters.
The best outcomes happen when technology supports — but never replaces — human expertise and connection.
Whether you’re a candidate preparing for your next move, or a firm looking to secure the best people, Public Practice Recruitment Ltd is here to guide you through the process with insight, care, and authenticity that no algorithm can replicate.
Secure Your Future with Public Practice Recruitment Ltd
At Public Practice Recruitment Ltd, we specialise in connecting forward-thinking accountancy firms with top-tier talent who can help drive digital evolution, navigate regulatory changes, and lead your firm into the future.
Whether you’re looking for experienced professionals who can guide your MTD transition, tech-savvy accountants who can leverage AI, or senior talent who can help you implement cutting-edge cloud solutions, we have the network and expertise to help you find the right people.
Don’t wait until it’s too late. Get in touch with us today and secure the talent your firm needs to stay ahead.
