Thanks Hung Lee for highlighting this in the latest Recruiting Brainfood.

First, it asked candidates to 𝘂𝘀𝗲 𝗔𝗜 𝗱𝘂𝗿𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀.

Not hide it. Not avoid it. Use it.

That’s exactly right. If AI is part of how the job gets done, assessing how candidates prompt, critique, and apply AI outputs is far more job-relevant than pretending it doesn’t exist.

We at Informed Decisions advocated for this since the first GPT release. Interviews should reflect real work, not artificial constraints.

Second, McKinsey is 𝗯𝗿𝗼𝗮𝗱𝗲𝗻𝗶𝗻𝗴 𝗶𝘁𝘀 𝗳𝘂𝗻𝗻𝗲𝗹 𝗯𝗲𝘆𝗼𝗻𝗱 𝗲𝗹𝗶𝘁𝗲 𝗱𝗲𝗴𝗿𝗲𝗲𝘀, prioritizing the 𝘀𝗸𝗶𝗹𝗹𝘀 𝘁𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝘁𝘁𝗲𝗿 for consulting. Judgment. Curiosity. Structured thinking. The ability to work with imperfect inputs and adapt fast.

This is what skills-based hiring looks like when taken seriously.

Not removing standards. Raising relevance.

The signal is clear.

Hiring is shifting from credentials and performance theater to capability, judgment, and real-world execution.

Companies that adapt their interviews accordingly will hire better.

Those that don’t will keep optimizing for the wrong things.