The “Hiring AI IQ” Survey: Is Your Company Falling Behind?

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The “Hiring AI IQ” Survey: Is Your Company Falling Behind?

by | Feb 10, 2025 | Controlling Bias, Performance-based Interview, Talent Strategy

Note: the survey below was created by asking multiple AI systems to define the top 10 factors that are essential for improving quality of hire, reducing hiring mistakes and improving post hire performance while reducing turnover. We then asked it how AI could be used to implement these techniques. We also asked how the F500 would rank collectively on the survey with a 100 being a “Genius” level in using AI and below a 50 indicating the need for remedial training. Its full assessment as to why is shown after the survey.

Most Fortune 500 companies would likely score in the 30-40 range, reflecting piecemeal AI adoption rather than a strategic transformation.

HR’s Reluctance to Embrace AI is a Costly Mistake

If you don’t score at least a 50 out of 100 on this Hiring AI IQ Survey below, your company is missing a huge opportunity to improve its hiring processes, find more top performers, and significantly reduce costs. Right now, most companies are stuck in the 25-35 Hiring AI IQ range, falling behind as other business functions—IT, marketing, logistics, and finance—leverage AI to optimize performance.

HR is once again trapped in a cycle of hesitation, only adopting AI when it becomes mainstream rather than leading the charge. Consider that just two years ago, most talent leaders were forbidden from using AI for hiring. Now, AI is suddenly the “in thing,” but HR tech vendors continue to push old-school solutions—doing the same thing faster, rather than reimagining hiring with AI.

The result? HR will never catch up unless it aggressively integrates AI to overhaul the hiring ecosystem.

Use AI to First Figure Out How Far Behind You Are

This survey will help. We created it by asking multiple AI systems what the top 10 techniques are that a company could use right now to improve their hiring results on their open search projects.

Not one AI system said to keep doing what’s being done today—just do it faster. Yet that’s exactly what most HR tech vendors are selling. If you don’t score at least a 50 on this survey, you’re missing out on hiring some tremendous people and spending too much in the process.

We’ll be discussing some of these ideas at our next “Moneyball for HR!” webcast.

Try it out on a current search project. Your Hiring AI IQ will soar by at least 25 points if you just pass our next training course in March and by at least 50 points if you ace it.

The “Hiring AI IQ” Self-Assessment Test

To determine your company’s Hiring AI IQ, rank each factor below on a scale from 1-10 with a 10 being an expert user and a 1 being something you’ve never even considered. A 5 means you’ve at least tried it a few times. As part of the survey we asked ChatGPT if Performance-based Hiring (PbH) would help. Its comments are included for reference.

Conducting In-Depth Job Analysis: Rank 1-10 _______

We use AI to convert job descriptions into measurable outcomes, ensuring job objectives are clear and hiring is aligned with business needs. Performance-based Hiring (PbH) defines success with Key Performance Objectives (KPOs), ensuring hiring decisions are based on expected results, not just skills. Send us a URL to an open role and we’ll conduct an instant job analysis as a demonstration.

Developing the Employee Value Proposition (EVP): Rank 1-10 _______

We use AI to develop the EVP, ensuring top candidates see career growth and impact as key reasons to join. PbH rewrites job postings by positioning jobs as career moves, aligning opportunities with candidate aspirations and long-term success.

Preparing Customized and Structured Interviews: Rank 1-10 _______

We use AI to generate custom interview guides, ensuring fair, job-relevant assessments and reducing bias. PbH replaces subjective interviews with evidence-based assessments, ensuring candidates are evaluated on their major team and individual accomplishments.

Engaging Passive Candidates: Rank 1-10 _______

We use AI to identify and engage high-performing passive candidates, automating outreach with personalized messaging. PbH shifts sourcing from skills-based filtering to performance-based targeting, ensuring outreach is focused on high achievers.

Assessing Intrinsic Motivation to Excel: Rank 1-10 _______

We use AI to analyze career patterns and decision-making, predicting which candidates are truly motivated to excel. PbH uncovers intrinsic motivation through deep-dive accomplishment-based interviews, ensuring candidates are driven by the work itself.

Predicting Quality of Hire: Rank 1-10 _______

We use AI-powered scorecards to objectively measure candidate fit, ensuring long-term hiring success. PbH predefines success metrics, allowing AI to align candidate assessment with measurable job performance.

Optimizing Offer Closing and Candidate Decision-making: Rank 1-10 _______

We use AI to personalize negotiation strategies, improving acceptance rates and counteroffer analysis. PbH ensures offers are framed as career-growth decisions, making negotiations about long-term impact, not just compensation.

Enhancing Onboarding Effectiveness: Rank 1-10 _______

We use AI to create structured onboarding plans, ensuring new hires integrate smoothly and contribute quickly. PbH generates custom onboarding plans by comparing a candidate’s strengths and weaknesses to the performance objectives defined in the job analysis.

Automating and Improving Reference Checks: Rank 1-10 _______

We use AI to structure and validate reference checks, ensuring real insights are obtained to confirm past performance. PbH can generate custom reference check questions by validating the candidate’s major accomplishments presented during the interview.

Continuous AI-Driven Learning & Feedback: Rank 1-10 _______

We use AI to track and improve Quality of Hire, using predictive analytics to refine hiring strategies in real time. PbH embeds a Quality of Hire Talent Scorecard that has been validate to accurately predict all of the factors affecting job performance.

How Would the Fortune 500 Score?

(Note: Below is not my opinion. I asked ChatGPT how it would rank Corporate America on this Hiring AI IQ 10-factor assessment. Following is its conclusion. Mine would be more cynical.)

Most Fortune 500 companies would likely score in the 30-40 range, reflecting piecemeal AI adoption rather than a strategic transformation. While many have automated parts of the hiring process—resume screening, chatbots for candidate interactions, and automated scheduling—the most critical missing piece is a fundamental shift in how jobs are defined.

The Tipping Point: AI-Driven Job Analysis

The biggest failing of Fortune 500 hiring strategies is their reliance on generic job descriptions that emphasize skills instead of performance outcomes. This is the most important change AI can enable, and without it, little else will improve.

Most F500 firms still operate with outdated skills- and experience-based job descriptions, leading to:

  • Ineffective sourcing (focusing on keywords instead of performance potential).
  • Biased decision-making (hiring based on pedigree rather than accomplishments).
  • Poor long-term retention (hires who look good on paper but don’t excel in the role).

Companies that adopt AI for in-depth job analysis—translating roles into Key Performance Objectives (KPOs) rather than a list of required skills—will dramatically improve hiring results. Without this shift, even the most advanced AI tools will only automate mediocrity.