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Job Interviews of Tomorrow: How to Get Ready for AI Assessment

Antanas Giraitis, AIDA recruitment founder, consulting his client about AI solutions.

Antanas Giraitis, founder of AIDA Recruitment

With the rapid advancements in artificial intelligence (AI) technologies, the landscape of recruitment is undergoing significant transformations. In the United States, AI is reshaping various aspects of candidate sourcing - according to Forbes, 14% of candidates pre-screened with AI now have a higher likelihood of succeeding in live job interviews.

From stringent, criteria-based candidate sourcing to AI-led video interviews, cutting-edge technology is dismantling stereotypes and aiding recruiters in pinpointing the ideal candidates for open positions in companies.

Practical Implementation of AI in Recruitment

Rather than fretting over job security, top-notch recruitment teams know how to leverage AI to streamline internal company processes.

Several AI-based tools are already available in the market to assist in finding, screening, and hiring top talent. Modern technology can craft innovative job descriptions, compose compelling messages for potential candidates, sift through thousands of resumes, and even coordinate job interviews.

Talking to HR managers in Lithuania, we often hear that recruitment is one of the most time-consuming processes. However, we observe that recruitment processes have remained unchanged for many years, and there's a notable lack of innovation to help companies swiftly identify and attract the talent they need.

Six months ago, when we sought a programmer for an IT company in Nigeria, we received interest from nearly 300 candidates, with 170 meeting the position's requirements. All of them were offered the opportunity to participate in a video interview conducted by AI.

We were surprised by the overwhelming interest, but even more astonished at the time saved. Interviewing each candidate would have taken around 85 hours. Leveraging AI's video interview assessment technology, we reviewed recommended candidates in just a couple of hours, feeling as if we had personally conducted the interviews. Ultimately, we provided the client with the contact details of two candidates, one of whom was successfully hired.

Controversies and Ethical Considerations

Recruitment managers in Lithuania tend to approach the use of AI in candidate selection with some skepticism. While many acknowledge the benefits of automating selection management processes, they are hesitant to entrust the evaluation of job interviews entirely to AI. However, a Market Research Future 2023 survey reveals that 67% of decision-makers in recruitment see the primary advantage of AI as time saved, with 43% believing AI can help eliminate human bias from the selection process.

However, challenges abound. Pew Research indicates that 71% of the U.S. labor market disagrees with using AI for final selection decisions. The application of AI in recruitment is further complicated by the fact that 66% of adults refuse to participate in a job interview where AI makes decisions, citing concerns about the lack of personal contact and potential bias.

In 2018, Amazon, a leader in e-commerce, lost a lawsuit that demonstrated bias in the AI used for recruitment, favoring men and neglecting to recommend women for crucial roles. It's crucial to understand that while the application of AI in recruitment is not inherently unethical, ethical concerns arise when AI develops biases toward specific groups of candidates. There is a fear that AI algorithms may rely on data reflecting existing social stereotypes, influencing recruiters in their decision-making.

Don't Delegate Decision-Making to a Support Tool

It's essential to emphasize that artificial intelligence should not replace recruiters in their roles. Value is retained when humans actively participate in the selection process, guiding technology in the right direction and ensuring that AI-generated content, such as job descriptions, aligns with the needs of the role and the organization.

While AI can enhance the efficiency of recruitment processes, a balance must be struck between automatically generated insights and the real context of the organization. AI should be viewed as a tool supporting decision-making, not determining it. Inclusion of professional oversight in the selection process ensures that AI-based choices align with the organization's values and ethics.

Empathy, intuition, and contextual understanding are aspects that, at least in the short term, cannot be replaced by AI. To ensure a faster, data-driven recruitment process, clear definitions are necessary regarding which criteria AI will assess and which will be assessed by humans.

Recommendations for Employers and Recruiters

Future recruitment processes will become increasingly standardized. Take Bolt's driving services, for instance - aspiring Bolt drivers can register online without the need for additional job interviews.

Offer candidates the flexibility to choose how they conduct their initial screening interviews - whether through a virtual call with a recruiter, an in-person live interview, or an AI-led video interview.

Not long ago, virtual job interviews were considered a challenging alternative to in-person meetings. However, it has now become the norm, often the preferred format for first interviews to save time for both candidates and employers. It is highly likely that over the next few years, chatbots will gradually become the favored alternative for initial selection interviews - a trend gaining momentum in the Western world.


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