AI, games and fact-checks: Welcome to job interviews in 2025

If you’ve just started your career, you’ve probably heard the classic interview advice: dress sharp, make eye contact and don’t forget a firm handshake. But in 2025, interviews have evolved - they’re not always in-person, across a table or even with a human.

With AI tools, gamified tests and digital workplaces on the rise, the rules of job hunting are being rewritten. From first-round screenings with bots to recording video pitches instead of meeting a hiring manager, the hiring process is changing fast. The good news? With the right prep, you won’t just keep up – you’ll stay ahead of the game.

Here are five emerging interview practices and trends every new graduate needs to know to be ready to stand out.

A young woman in a red shirt smiles while sitting at a desk with a laptop, appearing engaged in conversation or a group setting.

1. One-way bot interviews are on the rise

What they are: Candidates record responses to pre-set questions, often with no-one on the other end. AI technology then analyses your answers for content, keywords, facial expressions, tone of voice and even eye movement.²

What they are used for: It streamlines early-stage screening, allowing employers to efficiently filter large volumes of applicants and maintain consistency across interviews.

How to prepare:

Record yourself! Practice speaking to camera solo – it can feel awkward at first, but it’s the best way to get comfortable with timed responses. New RMIT grads can access tools like Interview360 to simulate real interviews through Career Connect. It’s available within the first 12 months after graduating.
Look into the camera lens, not at yourself. Eye contact matters, even with a bot. Looking directly into the camera lens creates stronger eye contact for AI scoring for engagement and focus.
AI can’t read your mind, but it can assess your tone. Speak clearly and with confidence, even if your content is solid, a flat or monotone delivery could be scored lower.
Structure your answers clearly. You can use methods like STAR (Situation, Task, Action, Result) to clearly show how you made an impact. Hot tip: research the company and use the language from the job ad, as AI scans for role-specific keywords to match candidate suitability.
Don’t forget to include examples of your soft skills. While you might be talking to a blank screen, having human examples where you’ve been a great team player, adapted well under stress or solved a tricky situation with good communication is just as valuable as technical know-how.

2. Hiring is getting gamified

What they are: Interactive games designed to assess cognitive abilities, personality traits and problem-solving skills – think of them like the next generation's psychometric testing. Expect short, app-style games that involve pattern recognition or decision making under pressure. They could look like puzzles or scenario-based tasks.³

What they are used for: Helps hiring managers to get a clearer snapshot of how candidates approach problems, make decisions and respond in real-time, beyond what your resume or final scores can show.⁴

How to prepare:

Practice using brain training apps for cognitive warmups in low-stress environments. These aren’t identical to recruitment games, but they will help train you to think clearly under pressure.
Before the game starts, read instructions carefully. Take a minute to understand the objective of each task. Many games are subtly testing how well you follow instructions, so reading carefully can give you a real edge.
Don’t overthink and try to ‘game the game’ – most of these tests are designed to capture natural behaviour and responses, not trick you. Overthinking can work against you. Stay authentic (you might be exactly who they are looking for!).
Get focused, avoid distractions and make sure you’re in a quiet space with good Wi-Fi.
Stay calm and pace yourself. These games often include time limits but they are not about speed alone. Aim for consistent – not perfect.

3. Background checks are getting smarter

What they are: This is still emerging in Australia, but using AI to conduct background screenings is gaining traction globally. These tools can help verify details like employment history, qualifications and in some cases, analysing your digital footprint – including social media profiles like LinkedIn, professional websites and blogs. In Australia, candidate consent is required, and companies must comply with strict privacy laws. Any information gathered needs to be directly related to the role and used in a way that avoids discrimination.⁵

What they are used for: It helps hiring teams fact-check applications and streamline the process by flagging inconsistencies or behaviour that might be affect to team culture or reputation. This isn’t too different from the traditional reference calls, but there are a few things to be mindful of.⁶

How to prepare:

Don’t worry about your whole life being inspected – it’s not the objective, and laws exist to protect you. But it’s worth googling yourself to see what a recruiter might find in 30 seconds.⁷
Ensure your resume and application accurately reflect your real experiences and skills and keep it consistent with your LinkedIn (especially dates and job titles). Read about how to update your LinkedIn or how to build your online professional presence.
Audit your public social media accounts or set your accounts to private. You don’t need to hide who you are, just make sure you are happy with what’s available publicly.

The hiring process may be changing, but that doesn’t mean you need to change who you are. With these tips to prepare – you’ll be well on your way to landing your next big gig!

Remember, RMIT is with you every step of the way. If you’ve got a New Alumni Pass, check out RMIT’s Career Centre. Available to recently graduated alum, these tools are designed to help you build confidence, practise your interview skills and get real feedback. Don’t leave your next opportunity to chance – get prepared and stand out. Your future employer could be one click away.

Story: Angela Brayton

References

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