Are Job Seekers Unknowingly Advancing AI Technology Through Virtual Interviews

The job market is changing fast, and technology plays a big role in that shift.

Recently, I signed up for what I thought was a virtual interview with a company called Mercor. Instead of a typical interview, I found myself answering questions that felt less about my skills and more about providing data. It made me wonder: are job seekers becoming unintentional contributors to artificial intelligence development?

This post explores how virtual interviews might be used to train AI models, the ethical concerns involved, and what this means for the future of employment.

Virtual interview interface with a single question on screen

How Virtual Interviews Are Changing

Virtual interviews have become common, especially since remote work grew in popularity. They offer convenience for both employers and candidates. But some companies are using these interviews in unexpected ways. Instead of focusing solely on evaluating candidates, they may collect large amounts of data from responses to improve AI systems.

For example, Mercor’s interview asked open-ended questions that seemed designed to gather diverse language patterns and problem-solving approaches. The answers I gave could be used to train AI models that analyze human communication or decision-making. This blurs the line between a job interview and data collection.

Why Companies Use Job Interviews to Train AI

AI models need vast amounts of data to learn and improve. Real human responses are valuable because they capture natural language, reasoning, and emotional cues. Job interviews provide a rich source of this data because candidates answer questions thoughtfully and in varied ways.

Companies might use interview data to:

• Improve AI systems that screen resumes or assess candidate fit

• Develop chatbots that simulate human conversation

• Train models that predict job performance or cultural fit

  
  

Collecting data during interviews can be cost-effective and efficient. Instead of running separate data-gathering projects, companies get real-world input while conducting hiring processes.

Ethical Concerns for Job Seekers

This practice raises several ethical questions:

• Transparency: Are candidates informed their answers might be used to train AI? Many are not.

• Consent: Without clear permission, using interview responses for AI development can violate privacy.

• Fairness: If AI models are trained on biased or incomplete data, they may reinforce unfair hiring practices.

• Exploitation: Candidates invest time and effort in interviews expecting job consideration, not data mining.

  
  

Job seekers might feel misled if interviews serve dual purposes. This can damage trust between applicants and employers.

Examples of AI Use in Hiring Beyond Interviews

AI is already present in many hiring stages:

• Resume screening: Algorithms filter candidates based on keywords and experience.

• Video interviews: AI analyzes facial expressions, tone, and word choice.

• Skill assessments: Automated tests evaluate technical abilities.

  
  

Adding data collection during interviews is a natural extension but requires careful handling to protect candidates.

How Job Seekers Can Protect Themselves

If you suspect an interview might be used for AI training, consider these steps:

• Ask the company directly how your data will be used.

• Review privacy policies and terms of service carefully.

• Limit sharing sensitive or personal information beyond what is necessary.

• Use reputable platforms that prioritize candidate rights.

• Share feedback with companies about transparency and consent.

  
  

Being informed helps you maintain control over your personal data.

What Companies Should Do to Build Trust

Employers can balance AI development with ethical hiring by:

• Clearly disclosing if interviews contribute to AI training.

• Obtaining explicit consent from candidates.

• Ensuring data is anonymized and securely stored.

• Regularly auditing AI tools for bias and fairness.

• Prioritizing candidate experience and respect.

  
  

Transparency builds trust and supports a fair hiring process.

The Future of Employment and AI

As AI becomes more integrated into hiring, the line between evaluation and data collection will blur further. Job seekers may increasingly contribute to AI development without realizing it. This calls for stronger regulations and industry standards to protect individuals.

At the same time, AI can improve hiring by reducing bias and speeding up processes if used responsibly. The challenge lies in balancing innovation with ethics.