Aussie Consultant Misses Out on Role Over Heavy ChatGPT Use in Interview

Alexandra Frisby-Smith, a 30-year-old Perth-based creative, systems, and workflow consultant, had high hopes when she applied for an ongoing part-time position that offered an additional A$20,000 a year. The role, designed to leverage her expertise in process optimization and virtual assistance, required candidates to complete a multi-stage recruitment process: an initial interview, a written questionnaire, and a timed practical task.

Task Structure Incentivizes Efficiency
During the practical component, applicants were given just 30 minutes to deliver a comprehensive workflow proposal. Understanding the tight deadline, Frisby-Smith turned to ChatGPT as a brainstorming and drafting partner. “I thought it was the most efficient way to generate cohesive ideas quickly,” she told News.com.au. This reliance on AI, she believed, would showcase her ability to harness cutting-edge tools—a skill highly valued in her field.

Interviewers Flag “Heavy Use” of AI
Days later, she received an unexpected rejection email. Among the reasons cited by the employer: her “heavy use of ChatGPT” during the trial task. “One of the main reasons I didn’t get the job was because they felt I relied too much on AI,” Frisby-Smith revealed in a viral TikTok video. Shocked and disappointed, she defended her approach: “If you use ChatGPT intelligently, it’s the most efficient way of working ever.”

Employers’ Concerns Over Authenticity and Skill Assessment
Recruitment experts say Frisby-Smith’s experience highlights a broader debate in today’s job market: how to balance candidates’ legitimate use of AI tools with employers’ need to accurately assess individual competencies. “A core purpose of an interview is to gauge a candidate’s raw problem-solving and communication skills,” explains Dr. Mark Johnson, an organizational psychologist at the University of Sydney. “If a candidate uses AI during that process, it muddies the evaluation.”

The Double-Edged Sword of AI in the Workplace
Artificial intelligence has rapidly transformed many industries, particularly roles centered on content creation, data analysis, and process automation. Systems consultants like Frisby-Smith often employ AI to accelerate research, draft reports, or design flowcharts. However, in the context of recruitment, this can create tension:

Advantages of AI Assistance

• Speed and Efficiency: AI can produce structured outputs in seconds, freeing candidates to focus on higher-order thinking.
• Idea Generation: Tools like ChatGPT can suggest novel solutions or identify gaps in a workflow that a candidate might overlook.
• Polished Presentation: AI can help with grammar, formatting, and clarity—useful skills in roles that demand polished client deliverables.

Employer Reservations

• Authenticity: Employers worry that the finished product may not accurately reflect the candidate’s own capabilities.
• Skill Verification: Heavy reliance on AI can obscure whether a candidate understands underlying concepts or simply parrots AI suggestions.
• Cultural Fit: Organizations seeking self-starters and independent thinkers may view AI dependence as a red flag.

‘Using AI Intelligently’ vs. ‘Cheating’
Frisby-Smith argues she used AI as a sophisticated “co-pilot.” In her view, brainstorming raw ideas on paper and then refining them with ChatGPT is analogous to using any professional software tool. Yet some viewers on her TikTok disagreed. One comment read, “Using AI in an assessment is not using it intelligently—it’s cheating.” Another wrote, “If you can’t write your own correspondence, you lack basic communication skills.”

Industry Reactions: A Spectrum of Views

• Tech Advocates: Some industry leaders suggest that future-oriented employers should welcome AI-savvy candidates. “The ability to integrate AI into day-to-day tasks will be a baseline expectation in five years,” predicts Sarah Ng, CEO of a Sydney-based digital consultancy.
• Traditionalists: Others believe that AI should be reserved for on-the-job use, not for assessments. “An interview is like a test—candidates need to demonstrate unassisted competency first,” argues recruitment consultant Helena Tran.
• Hybrid Approach: A growing group advocates for transparent AI use. They recommend that candidates disclose when and how they leverage AI, allowing interviewers to differentiate between assisted and unassisted contributions.

Legal and Ethical Considerations
Currently, there are no clear legal guidelines in Australia regarding AI use during interviews. Employment contracts rarely address the topic explicitly, leaving both candidates and employers in a gray area. Ethically, transparency seems paramount. “Candidates should clarify what tools they used,” says labor law expert Professor James Turner. “And employers should specify their AI policy upfront to avoid misunderstandings.”

Best Practices for Candidates

1. Ask Ahead: Before the assessment, inquire whether AI assistance is permitted.
2. Disclose Use: Clearly state which parts of your submission were AI-generated and which were your own work.
3. Demonstrate Mastery: Be prepared to explain and defend AI-suggested solutions to prove you understand the concepts.
4. Balance Tools: Use AI to enhance, not replace, your unique insights and experiences.

Recommendations for Employers

1. Define AI Policy: Clearly outline acceptable AI use in recruitment materials and during briefing calls.
2. Adjust Assessments: Consider separate AI-inclusive and AI-exclusive evaluation stages to measure both raw skills and AI-enhanced productivity.
3. Train Interviewers: Equip HR teams to recognize AI-generated content and to probe deeper when necessary.
4. Embrace Transparency: Encourage candidates to document tool usage, reinforcing a culture of honesty.

Frisby-Smith’s Next Steps
Despite the setback, Frisby-Smith remains optimistic about her career. “I still believe AI tools are essential to modern consulting,” she says. She plans to refine her approach: sourcing employer AI policies in advance and explicitly noting her use of ChatGPT in future applications. “I want to be clear that I’m leveraging all available resources to deliver the best outcomes,” she adds.

Broader Implications for the Future of Work
Frisby-Smith’s story underscores a pivotal moment in workforce evolution. As AI becomes increasingly integrated into professional roles, both employers and job seekers must adapt. Transparent communication, policy development, and balanced assessment methods will be crucial to ensure fair hiring practices and to harness AI’s potential without compromising skill validation.

The recruitment landscape is in flux. The “heavy use” of AI that cost Frisby-Smith a promising opportunity may soon become a badge of honor—provided both parties agree on the rules of engagement.

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