Of course you want to ace your interview: make a strong impression, give thoughtful answers, and show a prospective employer why you’re the right person for the job. So, how can AI help you do your best?
Use AI to prepare, absolutely. But when the interview starts, put the technology away and let the interviewer meet the real you.
When a law firm or legal department interviews you, they’re evaluating more than whether you can produce a polished answer. They’re looking at your judgment, critical thinking, communication skills, legal knowledge, and ability to respond to questions in real time. They want to understand how you approach problems and explain your reasoning. If AI is formulating your answers, the candidate being evaluated isn’t entirely you. An AI-generated response may sound impressive, but it doesn’t necessarily demonstrate that you have the skills the employer seeks.
There’s a difference between preparation and assistance
I’m not suggesting you avoid AI altogether. Quite the opposite. AI can be a useful interview preparation tool. Before your interview, you can use it to:
- Review a job description and anticipate likely questions
- Practice common behavioral and legal interview questions
- Develop and refine examples from your experience
- Identify areas of your background you should emphasize
- Practice explaining complicated legal concepts clearly
- Conduct mock interviews
- Get feedback on whether your answers are concise and easy to follow
That’s preparation. You’re using a tool to become better prepared to speak for yourself. The line gets crossed when AI starts answering for you during the actual interview.
What is real-time interview assistance?
It’s tempting to use AI during the interview itself. My advice is simple: don’t do it.
Real-time interview assistance goes beyond having a few notes nearby. Some AI tools can listen to the interviewer through your computer microphone, interpret the question, and generate suggested answers while you’re still on the call. Others may provide prompts, talking points, technical explanations, or prepared responses based on the job description and conversation.
Even if the technology is difficult for an interviewer to detect, using it can undermine the entire purpose of the interview. That’s particularly problematic when the interview includes follow-up questions. A skilled interviewer won’t just ask a list of predetermined questions. They’ll listen to your answer and dig deeper. If you’ve genuinely had the experience you’re describing, you should be able to explain it, discuss your role, and respond to reasonable follow-up questions without needing a computer to formulate the response.
And if the employer has specifically instructed candidates not to use AI or other real-time assistance, ignoring that instruction creates an additional problem. You’re not simply using a new productivity tool; you’re failing to follow the rules of the evaluation.
Can interviewers tell when you’re using AI?
Some interviewers claim that certain eye movements, pauses, or facial expressions are proof that a candidate is using AI. That’s not necessarily true. Looking away doesn’t prove someone is using AI. Pausing before answering doesn’t prove it either. People think, remember, and manage nerves differently.
What can become noticeable is a broader disconnect between the candidate’s answers and the conversation. For example, a candidate may give unusually polished answers but struggle when asked a simple follow-up question. They may repeatedly rely on prepared stories that don’t quite address the question. Or they may describe impressive work but have difficulty explaining their own decision-making. Those aren’t definitive signs of AI use, but they can create doubts about whether the interview accurately reflects the candidate’s abilities.
Don’t rely on scripts, either
There’s nothing wrong with using AI to prepare talking points. In fact, I encourage it. You should know your career story, your major accomplishments, the matters you’re proud of, the value you can bring to the employer, and why you’re interested in the position.
But don’t memorize a script word for word. A scripted answer can become obvious when the interviewer asks something slightly different from what you expected. You may find yourself delivering a polished response that doesn’t actually answer the question. Interviews are conversations. Listen carefully, answer the question you were actually asked, and don’t be afraid to take a moment to think. A thoughtful pause is much better than a beautifully written answer that misses the point.
What about using AI to record the interview?
Be careful here, too. Some candidates may want to record an interview so they can review it later. Before you do that, ask for permission. Recording laws vary by jurisdiction, and in some jurisdictions recording a conversation without the required consent can be illegal. You shouldn’t assume that because you’re participating in the conversation, you automatically have the right to record it.
If you have a legitimate reason for recording, including an accessibility need, raise the issue with the recruiter or employer beforehand. If you need a reasonable accommodation because of a disability, ask for one. Most employers want to make sure you have an appropriate opportunity to demonstrate your abilities.
When the follow-up interview tells a different story
This is where real-time AI assistance can really backfire.
Imagine you perform exceptionally well in a remote interview. Your answers are detailed, polished, and technically sophisticated. The employer is impressed and invites you to an in-person follow-up. Now you’re answering questions without the same assistance. If your performance changes dramatically, the employer may reasonably question whether the first interview reflected your actual abilities.
Our employer-clients have reported situations where a candidate’s remote interview and subsequent in-person interview don’t line up. That’s a difficult position for everyone, and it’s one you can avoid by making sure your initial interview accurately represents you.
My advice as a recruiter
Prepare extensively, and use every legitimate tool available to help you prepare. Then, when the interview begins, trust your own experience. You don’t need to have a perfect answer immediately.
- It’s fine to say, “That’s a good question. Let me think about that for a moment.”
- It’s fine to ask for clarification.
- It’s fine to acknowledge that you haven’t encountered a particular situation and explain how you’d approach it.
- It’s absolutely fine—in fact, much preferred—to sound like a real person rather than a perfectly polished AI-generated candidate.
At the end of the day, law firms and legal departments aren’t hiring answers. They’re hiring judgment, experience, communication, and people they can trust.
Use AI to prepare. Don’t use it to pretend. Let the interviewer meet the real you.
