3 min read

How to Evaluate AI Hiring Tools

joseph cole

Updated on June 2, 2025

How to Evaluate AI Hiring Tools

joseph cole

Updated on June 2, 2025

In this post

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Buying AI-Powered Hiring Tech? Here’s the Checklist Every HR & TA Leader Needs

AI is flooding the HR tech market. From sourcing to screening to interviewing, nearly every vendor now claims to have “AI-powered” solutions that promise faster, fairer, smarter hiring. But how do you evaluate AI hiring tools in a way that cuts through the hype and exposes the risks?

Not all AI is created equal—and when applied carelessly, it can reinforce bias, obscure decision-making, and trigger compliance nightmares. Just ask the legal teams now facing class action lawsuits for AI-driven discrimination.

That’s why choosing the right tool requires more than a feature list. You need a real evaluation framework. Below is your checklist—what to ask, what to look out for, and how to spot red flags—if your goal is ethical, skill-based, and future-ready hiring.

The AI Hiring Tech Evaluation Checklist


Use this checklist when considering any AI-powered solution—from screening and assessments to interviews and decision support when thinking about how to evaluate AI hiring tools into your HR tech stack:

1. Skill Validation and Job Relevance

Questions you should ask:

  • Does the AI evaluate based on job-specific skills?
  • Are the assessments/interviews tailored to the role?

Red Flags:

  • Generic assessments
  • AI trained on resume data or past hires
  • Relevance to the role is unclear

2. Bias Prevention and Fairness

Questions you should ask:

  • How does the tool mitigate bias?
  • Is the AI audited for performance across demographics?

Red Flags:

  • AI trained on internal workforce data
  • No demographic analysis or bias testing
  • No human override or transparency

3. AI Transparency and Explainability

Questions you should ask:

  • Can the vendor explain how the AI reaches decisions?
  • Is there an audit trail?

Red Flags:

  • “Black box” scoring with no justification
  • No documentation or candidate-level transparency

4. Fraud Prevention and Candidate Integrity

Questions you should ask:

  • Is there AI proctoring or ID verification?
  • How are fraudulent attempts flagged and handled?

Red Flags:

  • No candidate identity verification
  • Over-reliance on unsupervised video interviews
  • No protection against AI-generated candidates or third-party cheating

5. Integration with Your ATS and Workflow

Questions you should ask:

  • Does it integrate with your ATS (Workday, SuccessFactors, etc.)?
  • Can skill data be accessed inside your hiring workflows?

Red Flags:

  • Manual data transfer
  • No in-system visibility into skill evaluations
  • AI makes decisions in isolation from recruiter oversight

6. Compliance and Regulatory Readiness

Questions you should ask:

  • Is it compliant with EEOC, GDPR, CPRA, NYC Local Law 144?
  • Does it offer reporting and audit documentation?

Red Flags:

  • No mention of legal frameworks
  • No documentation available for compliance audits

7. Candidate Experience and Transparency

Questions you should ask:

  • Are candidates informed when AI is used?
  • Do they receive feedback or score summaries?

Red Flags:

  • No transparency about AI use
  • No post-assessment feedback
  • Poor candidate experience or confusing UX

8. Data Privacy and Security

Questions you should ask:

  • What data is collected, and how is it stored?
  • Are there anonymization and consent protocols?

Red Flags:

  • Vague or hidden data practices
  • Use of sensitive attributes for training
  • No user control over data retention or sharing

 9. Strategic Fit

Questions you should ask:

  • Will this platform support your shift to skills-based hiring?
  • Can it scale fairly across roles and regions?

Designed for Fairness. Tuned for Skill


We built our platform to do one thing exceptionally well: validate skill—not screen people out based on bias-prone proxies. For HR and TA leaders asking how to evaluate AI hiring tools, the answer starts with transparency, fairness, and real-world skill validation. Glider AI:

  • Evaluates real-world skills via task-based assessments and Agentic AI Interviews
  • Incorporates AI proctoring and fraud detection to protect hiring integrity
  • Offers full transparency, audit trails, and human-in-the-loop oversight
  • Integrates directly with your ATS to enhance—not replace—recruiter judgment
  • Never makes decisions based on who currently works at your company or biased historical data

We help hiring teams make smarter, faster, and fairer decisions—backed by AI you can trust.

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