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Artificial Intelligence & Recruitment

Artificial Intelligence & Recruitment

03 Feb 09:00 by Wan Pang

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Increasingly companies are turning to video interviewing technologies underpinned by AI, predictive algorithms and machine learning to pose pre-recorded interview questions to candidates, record and analyze their responses to identify the ‘best’ candidates.

Tell me some of the things that you are passionate about? and why do you feel you are a good fit for this position? are typical questions asked.

Responses are then recorded and analyzed by AI which scans for intonation and non-verbal characteristics against nearly 30,000 data points.

Your facial expressions, pauses, volume, speed of response and other markers are then collected and processed to formulate ‘highly accurate’ hiring decisions.

These types of AI assessment engines are designed and sold to businesses as ways of eliminating hiring bias associated with a more traditional human interviewer.

But Why?  It is said that at any given moment a human interviewer typically carries with them around 150 cognitive biases every single day.  What technology can do is to look at candidates objectively irrespective of gender, age, ethnicity, and other superficial things that 'can' naturally creep into human decision making.

Another consequence of a more objective AI assessment system is the ability to broaden the ‘criteria lens’ for talent more broadly which allows for more possibilities than would otherwise be picked up using more traditional methods – resulting in less great talent slipping through the net.

From the candidate's, perspective AI-powered video interviewing platforms provide flexibility to take your interview at any time or place and provides much faster outcomes which are often critical when exploring multiple opportunities or in instances where there is time pressure.  AI also provides candidates with a ‘fairer’ assessment as the removal of human bias essentially means a more level playing field.  Perhaps some of the only downsides or negatives are having to watch back your pre-recorded response (no one I know likes watching or listening to themselves speak) or not being able to inject humor or influence with a more personal side to yourself as is possible when interacting with a real person.

The reality is that  AI recruiting is not going away anytime soon and is only gathering pace especially in a world where there are plenty of opportunities and candidates resulting in hiring managers becoming increasingly overwhelmed.  The real question and one that is yet to find a solution in technology is that there is still no scientific way to accurately predict or ensure guaranteed outcomes resulting from any form of assessment – human or machine. 

Should recruiters be worried that their invaluable and indispensable role in the hiring process is overtaken and replaced by AI and machine learning tools? I would argue that skilled recruiters still have their place and important contributions to make  – the real question is for how long? and in what form?.  Only time can determine just how much technology can and will impact recruitment but there is no denying that the tech revolution marches on regardless and that the recruitment industry needs to continue the good work, and find ways to embrace technology responsibly and effectively.