Let’s be honest: It’s never been easier for candidates to submit a resume that perfectly aligns with your job description. With tools like ChatGPT, AI-assisted resume builders, and job post parsing, applicants are showing up with polished, hyper-tailored materials that look like a dream fit on paper. Even Linkedin has an option for applicants that enables you to tailor your submission to the job description in one click! But how do you tell if they’re truly equipped to add value to your team? How to you get to the root of someone’s capabilities, potential, and problem-solving skills?

The answer: Intentional, structured interviews.

Here are 5 quick ways to level-up your interviews and uncover the real story behind the resume; the story behind meticulously crafted applications loaded with the right keywords, and who knows what else.

1. Use the Same Questions for Every Candidate

Structured interviews don’t mean robotic ones, but consistency in what you ask matters. Ask the same set of core questions to every interviewee so you can compare responses fairly and spot real differentiators. This approach reduces bias and highlights patterns in experience, approach, and problem-solving. 5 perfectly tailored AI-assisted resumes are one thing, but 5 humans are sure to answer your specific questions differently, and with unique and telling nuances.

2. Ask for Stories, Not Just Skills

Instead of “Do you have experience with X?”, try:

“Tell me about a time when you used X to solve a problem or improve a process.”

This nudges the candidate out of resume-regurgitation mode and into real-life reflection. Their ability to walk you through how they applied a skill—and what the outcome was—is far more revealing than a bullet point on paper.

3. Tie Questions to Business Outcomes

Focus less on theoretical “strengths and weaknesses” and more on how someone drives results. Ask things like:

“What’s a project you worked on that made a measurable impact?”

“How do you define success in a role like this?”

You’re looking for signals that they understand the why behind their work, and not just the what, which they can discern clearly from job descriptions and high-level overviews.

4. Add a Curveball Question (With Purpose)

Throw in a thoughtful, unexpected question to assess adaptability and depth.

Example:

 “What’s something you’ve learned recently that changed the way you work?”

This helps surface curiosity, self-awareness, and coachability—all qualities AI can’t fake.

5. Don’t Skip the Scorecard

Even if you’re short on time, create a simple rubric aligned to the top 3-5 competencies the role requires. After each interview, jot down quick ratings and notes while the conversation is still fresh. This adds objectivity to decision-making—and ensures that first impressions don’t overshadow long-term value. Explain to your hiring team your evaluation strategy and encourage them to do the same. It doesn’t need to be lengthy, but evaluating on the same pillars will help inform your hiring decisions and add clarity to your process.

AI has raised the bar for resume polish, but structured interviews help you cut through the noise and evaluate real potential. With just a little intention, your next hire won’t just look good on paper, they’ll actually deliver value and be better-positioned toward expressing themself with authenticity.