The increasing use of artificial intelligence (AI) in recruitment and hiring has gone beyond just scanning the résumés of candidates to evaluating interviews, The Washington Post reported.
In these AI interviews, job candidates speak on their own time without a human on the other side. They are usually told in advance that an AI will be used to assess their interview. The way it works is that candidates are presented with question prompts, in the form of either text or a recording created by the employer or software company. They are often given a time limit, and their responses are recorded on video. Sometimes they are allowed to rerecord their answers. After the the interview is submitted, the AI begins its assessment.
The software can evaluate skills such as communication problem-solving skills—and even attitude. It analyzes the video and provides the employer with its scores and insights to employers.
Faced with an admittedly imperfect technology, which could unfairly penalize candidates with an accent or speech impediment, experts advised candidates to be prepared and not to be intimidated.
As with any interview, a candidate should check the setup by eliminating any technical issues and being sure of a good connection, camera, lighting and background. The candidate should also dress appropriately, as one would for any interview, since the video may be reviewed by a person. The software “just provides a score … and [employers] can review the videos and agree or disagree,” Eric Sydell, executive vice president of innovation at Modern Hire, which offers AI-assessed interviews, told the Post.
Doing one’s research is also important, as it would be with any interview. Research will also help to keep track of multiple interviews. “It can all blur together,” Marcie Kirk Holland, executive director of the Internship and Career Center at the University of California, Davis, told the Post. “So have really clear records.”
It is also key that the candidate prepares what say in the interview. The Post noted that candidates in these interviews are often asked to describe their experience in a specific setting and to respond to the question, "Tell us about a time you solved a tough problem.” Software used by companies can look for both job abilities and soft skills such as communication, team orientation and initiative, as well as attitude, professionalism, communication and sociability. A candidate should also practice on video, to be sure that he or she is talking to the camera, and to provide direct answers to questions.
“The more detailed you can be the better,” Sydell said. “Don’t ramble. Be to the point.”