During the Spring Festival recruitment period, "AI interviews" became a hot topic on various social media platforms. The AI interviewer can indeed improve the recruitment efficiency of a company by judging the talent's ability and job matching based on the language and facial expressions of job seekers when answering. But to make good use of AI as the interview tool and make real talents stand out, the test is not only for job seekers. Nowadays, with the rapid development of AI technology, talent selection is a key link and important scenario for enterprise development. It is undeniable to introduce AI assistance. However, relying too much on AI inevitably lacks the comprehensiveness and scientificity that talent selection should possess. Programmed questions and uniform answers largely dissolve the discriminative role of interviews. The ideal interview should be a sincere communication with a human touch, a two-way choice between genuine talent, practical learning, and genuine emotions. Firstly, employers should pay more attention to the comprehensiveness of talent selection. On the one hand, it is necessary to continuously update AI technology means, set up refined questioning, and obtain talent information as accurately and comprehensively as possible. It is also necessary to update the interview question bank in a timely manner to avoid routine and formulaic test questions. On the other hand, it is necessary to consider talents through various evaluation methods, such as real person interviews, leaderless interviews, group interviews, etc. Secondly, job seekers should "adapt to changes with immutability.". Regarding "AI interviews," there are various "clearance strategies," interview question banks, and answer templates available on social media platforms. In fact, while job seekers are familiar with the characteristics of "AI interviews," it is more important to continuously improve their comprehensive literacy and expand the breadth and depth of their industry knowledge. Regardless of whether the interviewer is virtual or real, they can confidently and confidently respond. Finally, major universities should also timely build digital employment platforms for graduates. By utilizing large-scale models to optimize resumes, match positions, and conduct simulated interview exercises, graduates can become familiar with "AI interviewers" in advance and set a good lead time for employment. (Lai Xin She)