At Utility People, we’ve always believed recruitment is about people — real ones. But in today’s world of remote interviews, generative AI, AI and Deepfakes and perfectly polished applications, even the most seasoned recruiter can find it harder to answer one fundamental question:
“Am I speaking to the right person — and are they really who they say they are?”
AI is reshaping how candidates present themselves, how interviews are conducted, and even how assessments are completed. It’s not about cheating scandals or alarm bells — it’s about understanding how the rules of engagement are changing and knowing what to do about it.
So what does this mean for recruiters and hiring managers? And how can businesses in the energy and utilities sector respond with confidence, not fear?
When CVs Start to Sound the Same
We’ve all seen them — job applications that feel… oddly familiar. Maybe it’s the phrasing. Maybe it’s the structure. Maybe it’s six different CVs that all seem to say the same thing.
AI-generated content is on the rise, and while it can help candidates present their experience more clearly, it can also flatten individuality. The result? CVs that look perfect on paper but reveal very little about the actual person behind them.
What to do:
- Look beyond language polish. Focus on context, depth, and how well the candidate links their experience to real-world outcomes.
- Use screening calls to dig into “why” and “how” — not just “what.”
- Ask for examples that haven’t been rehearsed. It’s harder to fake genuine insight.
The Remote Interview Gap
With most interviews still happening virtually, it’s easy to miss small red flags: odd pauses, lagging video, or answers that feel over-prepared. In some extreme cases, we’ve even heard of interviews conducted with real-time AI prompting — where responses are being fed live during the call.
Sound extreme? Maybe. But even without tech intervention, a candidate can perform strongly online with help from notes, second screens, or a friend off camera.
What to do:
- Introduce informal follow-ups or role-specific tasks that require practical thinking, not polished responses.
- Consider turning your cameras off partway through a conversation — it can encourage more natural dialogue.
- Mix formats. Combine recorded responses, live interviews and skills-based tasks to build a fuller picture.
From Assessment to Assurance
Online assessments have long been part of early-stage hiring. But as tools like ChatGPT and GitHub Copilot become more accessible, candidates can complete certain tasks faster and more convincingly — even if they wouldn’t be able to replicate them in role.
That’s not always malicious. Sometimes it’s just candidates using the tools available to them. The challenge is making sure the skills they’re presenting align with what the job truly requires.
What to do:
- Don’t reuse the same assessments every time — they can quickly be reverse-engineered.
- Ask candidates to walk through their thinking, not just their outputs.
- If AI is allowed in-role, test for the human capabilities that sit around it: decision-making, judgment, communication and values.
Identity Checks and Trust Rebuilds
It might sound dramatic, but identity verification is becoming part of the hiring conversation again — especially in roles involving sensitive data, IP or operational control.
Big brands are quietly returning to in-person final interviews, or at the very least, asking for ID verification as part of virtual onboarding. It’s not about mistrust — it’s about due diligence in a digitally disrupted world.
What to do:
- Make ID verification part of your process for final-stage candidates or roles with access to sensitive systems.
- Align with IT and HR to set shared standards.
- Train hiring teams on how to spot signs of digital deception (and how not to overreact to innocent technical glitches).
What This Means for Energy and Utilities
In a sector built on trust, safety and long-term relationships, hiring mistakes aren’t just costly — they can be risky.
As AI tools become more sophisticated, so must our hiring processes — guidance from GOV.UK on responsible AI in recruitment stresses the need for transparency, fairness, and human oversight. That doesn’t mean adding unnecessary layers or making assumptions about every candidate — it means making smart, balanced decisions, backed by a blend of insight, instinct, and the right checks.
Because as we’ve always said: recruitment should move fast — but it should also get it right.
Final Thoughts: Equip, Don’t Panic
This isn’t a crisis. Most candidates are applying honestly and genuinely. But the recruitment landscape is shifting, and we owe it to ourselves — and our clients — to stay informed.
Whether it’s reviewing your current hiring journey, training interviewers on how to probe for real insight, or designing assessments that reflect the actual demands of the job, now’s the time to act.
At Utility People, we help our clients build recruitment processes that are human, fair and future-proof — even in an AI-powered world.
Want to review your hiring approach or train your team to spot red flags with confidence? Let’s talk.
