The hiring process is changing faster than most people realize. McKinsey is now testing candidates on their ability to work with AI. 87% of companies use AI to screen resumes. And Gartner predicts 50% of organizations will require AI-free skills assessments while 75% will test for AI proficiency - simultaneously.

What we cover:
→ McKinsey's Lilli AI tool in final-round interviews
→ Two divergent hiring paths: network-driven vs. merit-based
→ Why the resume is losing its role as step one
→ Skills assessments replacing traditional screening
→ Real client story: using AI to outperform every other candidate
→ The "dual demonstration" strategy (AI + manual approach)
→ Why candidates surprisingly prefer AI interviews
→ The job market reality: 4x more applicants, 1/4 the jobs
→ Teaching the interviewer as a hiring hack
→ How to prepare whether employed or job searching

Key Stats:
• McKinsey: ~1M applications/year, ~1% acceptance rate
• McKinsey now has 20,000-25,000 AI agents for 40,000 employees
• 87% of companies use AI to screen resumes
• 85% of employers use skills-based hiring (up from 56% in 2022)
• 50% of orgs will require AI-free skills assessments (Gartner)
• 75% of hiring will include AI proficiency testing by 2027 (Gartner)
• 61% increase in critical thinking test completions (TestGorilla)

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TIMESTAMPS
00:00 - Case study of leveraging AI tools for hiring
01:20 - Two divergent paths of AI tools in hiring
02:20 - How AI is changing the hiring process on both sides
03:00 - The surprising preference of candidates (related to AI)
03:30 - AI can introduce more empathy into the process
04:20 - The reality of the macro economy related to hiring
05:20 - How to teach interviewers something about AI
06:10 - Why the resume is outdated and more coming changes
06:50 - Will the resume be the first step moving forward?
08:15 - What applicants can do to become ‘AI ready’
09:00 - How our client navigated a recent interview process

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