How to hire in the AI era: 10 CEO rules for 2025

TL;DR

The key is to use on the job interviews, case studies, HR evaluation, and reference checks to separate true capability from AI assisted impressions. Mix in real time tasks, thoughtful questions, and non business activity to gauge fit. This approach reduces mis hires as you scale in 2025 and 2026.

Transcript

With everything going on with AI and Chad GBT, these are 10 things you need to know before you hire anybody in 2025 or 2026. Here's why. This year alone, we have 27,000 resumes that have been submitted to us. We've interviewed roughly 4,000 of them, hired 160 of them. Right now, we have 41 42 job openings that are people that we want to hire before... Read More

Key Insights

• Hiring decisions should include on the job tasks and real time demonstrations to verify capabilities beyond resumes.
• Case study style questions reveal how a candidate thinks under pressure and handles real world constraints.
• HR hiring should focus on talent acquisition, benefits knowledge, and data savvy as core competencies.
• Non business activity signals energy, teamwork, and social engagement that influence workplace culture.
• References must be probed with specific questions to uncover truth about past performance and reliability.
• Gaps in a resume should be addressed openly to assess character and resilience rather than penalize honestly disclosed breaks.
• Interview strategies should include role play and live problem solving to prevent overreliance on static interview answers.
• On the job interviews and practical tests help differentiate high performers from those who only look good on paper.

Questions & Answers

Q: How can on the job interviews help identify true ability in a candidate?

On the job interviews force candidates to perform tasks in real time, such as navigating current tools, answering live questions, and completing role related assignments. This approach reveals whether they can apply knowledge practically, adapt to the company’s environment, and maintain performance under observation, which is often not visible in traditional interviews.

Q: What role do case studies play in evaluating applicants?

Case studies simulate real business scenarios and budget constraints, challenging candidates to propose actionable solutions. This method tests critical thinking, prioritization, and decision making under pressure. It helps reveal whether a candidate can structure a problem, justify choices, and communicate rationale clearly to stakeholders.

Q: Why is HR focus when hiring important and what should it include?

HR hiring should evaluate talent acquisition skills, benefits knowledge, and data handling. It’s important to assess how a candidate would manage recruitment pipelines, understand compensation components, and use data to optimize hiring decisions. This ensures the new hire can contribute beyond a single role and support organizational systems.

Q: How can non business activity inform hiring decisions?

Non business activity signals social engagement, teamwork, leadership, and energy. Candidates involved in community, charity, or clubs often bring positive dynamics, broader networks, and resilience. This information helps predict cultural fit and potential contribution to team morale beyond technical skills.

Q: What is the value of asking for thorough references and how should it be done?

Thorough references provide verifiable performance insights and work behavior. By asking about the candidate’s strengths, weaknesses, and likelihood of rehiring, interviewers gain concrete evidence of reliability and impact. Structuring calls with specific prompts reduces bias and yields useful, comparable data.

Q: How should gaps in a resume be treated during hiring discussions?

Gaps should be addressed openly to assess character and resilience. Honest explanations about personal or professional breaks can indicate responsibility and transparency. Treating gaps as data points rather than red flags helps identify candidates who used time constructively, such as freelancing or upskilling.

Q: What is the benefit of on the job training and direct demonstrations during interviews?

On the job training and direct demonstrations reveal who can learn quickly, execute under guidance, and apply feedback promptly. This approach reduces the risk of hiring for appearance and increases confidence in selecting candidates with proven hands on ability and practical competence in real work scenarios.

Q: How can you measure a candidate’s ability to handle budget and internal controls?

Assessing budget handling through simulations or case studies shows whether a candidate can operate within limits and apply controls. The exercise demonstrates understanding of procurement processes, governance, and risk management, helping identify those who will protect company resources while delivering value.

Summary & Key Takeaways

• Summarizing the hiring rules, this video emphasizes live, on the job evaluation, case studies, and practical tests to distinguish actual skill from AI generated results, ensuring better candidate selection.

• It also highlights the importance of HR design, reference checks, and understanding a candidate's non business activities to gauge cultural fit and energy that will impact team dynamics.

• Together these points form a structured approach to hiring during and after the AI shift, focusing on real performance indicators and transparent evaluation.