Because that’s what it’s being fed—thousands of interview guides, blog posts, templates. And what shows up over and over?

👉 “𝘛𝘦𝘭𝘭 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘢 𝘵𝘪𝘮𝘦 𝘸𝘩𝘦𝘯...”

Here’s one example we found on the homepage of a vendor that prides itself on AI-generated interview guides:

> “𝘛𝘦𝘭𝘭 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘢 𝘵𝘪𝘮𝘦 𝘺𝘰𝘶 𝘩𝘢𝘥 𝘵𝘰 𝘢𝘥𝘫𝘶𝘴𝘵 𝘵𝘰 𝘢 𝘤𝘰𝘭𝘭𝘦𝘢𝘨𝘶𝘦’𝘴 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘴𝘵𝘺𝘭𝘦 𝘪𝘯 𝘰𝘳𝘥𝘦𝘳 𝘵𝘰 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦 𝘢 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘰𝘳 𝘮𝘦𝘦𝘵 𝘺𝘰𝘶𝘳 𝘰𝘣𝘫𝘦𝘤𝘵𝘪𝘷𝘦𝘴.”

There’s nothing inherently wrong with behavioral questions. But over-relying on them-especially in AI-generated interviews, is risky.

1️⃣ 𝗪𝗼𝗿𝗸—𝗮𝗻𝗱 𝗵𝗼𝘄 𝘄𝗲 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲—𝗸𝗲𝗲𝗽𝘀 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴.

The skills it took to navigate a team clash a couple of years ago look different in today’s async, AI-enabled, globally distributed world. Past stories don’t always reflect current skills.

2️⃣ 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀.

Just because someone adapted in a previous environment doesn’t mean they’ll adapt in yours. Different pace, different culture, different pressure. Behavioral answers don’t always transfer.

3️⃣ 𝗜𝘁 𝗹𝗲𝗮𝗱𝘀 𝘁𝗵𝗲 𝘄𝗶𝘁𝗻𝗲𝘀𝘀.

The question assumes the candidate succeeded. It subtly tells them the “right” answer - before they even speak.

✅ At @Informed Decisions, we take a different path

• In a live interview, we might simulate a work planning session with a teammate who communicates very differently.

• In a take-home, we might drop in an unexpected email from a colleague mid-task that changes the scope or contradicts prior instructions.

What we learn:

🧭 Can they course-correct?

🗣️ Do they clarify or escalate?

🧩 Do they default to process, or do they seek alignment?

AI isn’t the enemy here. But without intentional design, it recycles the past, when what we need is a clearer view of future behavior.

#AI #Interviews #Informedecisions