Almost 7 in 10 UK workers are sceptical about attending an AI job interview, Careerminds research reveals

UNITED KINGDOM, November 2026 Artificial intelligence (AI) is now used in recruitment by 44% of organisations, according to the CIPD, and almost half (47%) of UK job seekers have already been interviewed by AI, Greenhouse found. For many candidates, the first interview is now a recorded video or a chat with an AI tool that scores their answers, with no one on the other side of the screen. 

With that in mind, experts at Careerminds UK asked 1,000 UK full-time workers what they would do if told their first interview would be carried out by AI rather than a person. They also spoke to James, 29, from North West London, about his first AI-led interview to show what the experience looks like in reality. 

Key findings: 

• Almost 7 in 10 (69.1%) UK workers are uneasy about a job interview run by AI rather than a person. 

• 1 in 3 (33.4%) UK workers would go through with an AI interview but say they would feel uncomfortable. 

• 1 in 9 (11.2%) UK workers would walk away from the hiring process if told the first interview was with AI. 

• Baby boomers are more than twice as likely as Gen Z to withdraw their application over an AI interview (22.2% vs 9.3%). 

• Millennials are the most likely to say their decision would depend on the role or the salary (25.8%), compared with just 16.7% of Baby Boomers. 

Full research findings can be read below: 

• Most workers would proceed with an AI interview, but with clear reservations: Fewer than one in three (30.9%) UK workers would continue with an AI interview without hesitation. One in three (33.4%) would go ahead but feel uncomfortable, while almost one in four (24.5%) say it would depend on the role or the salary. One in nine (11.2%) would withdraw their application, including 5.7% who probably would and 5.5% who definitely would. 

• Gen Z would proceed with AI interviews, while Baby Boomers are more likely to walk away: Unease is consistent across generations, with around seven in 10 in every group saying they wouldn’t be comfortable going ahead. But generations react differently. Gen Z are the most likely to continue despite feeling uncomfortable (38.1%), while Baby Boomers are the most likely to walk away, with more than one in five (22.2%) saying they would withdraw. Gen X are the most uneasy overall (70.4%). 

• Millennials would accept an AI interview if the role or salary is right: Millennials are the most likely generation to say their decision would depend on the role or the salary (25.8%), compared with just 16.7% of Baby Boomers. Boomers are instead more likely to make up their minds based on the interview itself, with more than one in 10 (13.9%) saying they would definitely withdraw, compared with 6.0% of Millennials.
   

• A job seeker’s first-hand experience of an AI interview: To understand the experience firsthand, Careerminds UK spoke to James, 29, from North West London, who was approached on LinkedIn for an operations executive role and invited to an AI interview as the first stage. He described it as “surreal, strange and impersonal”, saying it felt “like I was talking to myself, with a bot recording my answers”. With no chance to ask questions about the role or the company, he said it “felt like a one-way process”. 

James added: “I was initially quite keen on the role and felt it was a strong fit, but the interview process has made me question the company’s approach to recruitment. It would also make me think twice about applying to other companies using AI interviews.” 

According to Amanda Augustine, CPCC and resident careers expert at Careerminds UK, “James’s experience highlights an important consideration for employers introducing AI into their recruitment process. He went into the interview enthusiastic about the opportunity but came away questioning whether the company was somewhere he’d want to work.” 

“AI can certainly help employers manage applications and streamline the early stages of recruitment, but the candidate experience still matters. When applicants don’t have the opportunity to ask questions, build rapport or get a feel for the people they’d be working with, it can leave a lasting impression”, Augustine explained. 

Augustine added: “Employers need to strike the right balance between using technology to make hiring more efficient and maintaining the human connection that helps both sides make an informed decision.”  

• Know what to expect before you begin. If you’re invited to an AI-led interview, don’t be afraid to ask the recruiter how the process works. Find out whether you’ll be recording responses to predetermined questions, whether there’s a time limit and if you’ll have the opportunity to review or re-record your answers. It’s also worth asking how your responses will be assessed and whether a person will review them.
• Give your technology a test run. Check your camera, microphone and internet connection beforehand, and find a quiet, well-lit space where you won’t be interrupted. If the employer offers a practice session, take advantage of it. Keep the recruiter’s contact details handy in case you run into technical difficulties.
• Prepare as you would for any other interview. Just because you’re not speaking directly to a recruiter doesn’t mean you should approach the interview differently. Research the employer, review the job description and prepare a few examples that demonstrate how your skills and experience align with what they’re looking for. The STAR method (situation, task, action, result) can help you structure your answers and keep them focused on your accomplishments.
• Be clear, specific and authentic. Without the usual conversational cues, it can be tempting to rush through your answers or over-rehearse them. Instead, focus on communicating your experience clearly and naturally. Take a moment to gather your thoughts when needed, and use specific examples to demonstrate your skills. You want your responses to reflect what you genuinely bring to the role, not simply repeat phrases from the job description.
• Treat the camera like your interviewer. If you’re recording video responses, try looking towards the camera rather than watching yourself on screen. Speak at a comfortable pace, maintain a natural, positive expression and let your personality come through. You don’t need to put on a performance; the goal is to communicate with the same confidence and professionalism you would bring to an in-person interview.
• Remember that you’re interviewing the employer, too. If the AI interview doesn’t give you an opportunity to ask questions, make a note of what you’d like to know and raise these with the recruiter afterwards. Ask about the role, the team, the company culture and the next steps in the hiring process. An employer should be willing to give serious candidates an opportunity to learn more about the organisation before making a decision.
• Follow up and keep the conversation going. After completing the interview, send a brief email to the recruiter thanking them for the opportunity and reiterating your interest in the position. If you experienced any technical issues, let them know promptly. You can also use your follow-up to clarify the next steps and when you might expect to hear back.

Careerminds UK is a global workforce solutions provider delivering career transition, workforce design and talent development to organisations worldwide. Our consumer career brands extend that reach, giving individuals AI-powered career tools and coaching at every stage of the career journey. Together, we combine technology, data and human expertise to create a connected ecosystem that supports both workforce transformation and individual career success. Follow us on LinkedIn, Facebook, Instagram, X, and YouTube. 

Amanda Augustine is the resident careers expert for Careerminds, career.io, and its suite of brands: resume.io, TopInterview, Resume.ai, JobRapido, and others. As a Certified Professional Career Coach (CPCC) and a Certified Professional Resume Writer (CPRW), she has spent more than 20 years helping professionals improve their careers and land the right job sooner. Connect with Amanda on LinkedIn, X, Instagram, and Facebook. 

The research draws on a Pollfish survey of 1,000 UK full-time workers in October 2026, examining attitudes towards AI-led job interviews by generation: Gen Z (18–29), Millennials (30–45), Gen X (46–61) and Baby Boomers (62–64). Careerminds UK also identified James through his r/UKJobs post about his first AI interview.