Founder & CEO at talentEXP | Transforming Corporate Talent Acquisition | Designing the Ultimate Talent Experience
The hype around AI in hiring has reached a fever pitch—and we’re only getting started. Until now, I’ve stayed on the sidelines of this discussion. But with the recent advancements, I’ve formed a strong enough opinion to make a bold prediction for at least one use-case; jobs with high numbers of applications. Here’s my hot take: 1. Bias in AI will be reduced far beyond what’s possible for humans. AI is advancing so fast, it’s only a matter of time before bias is minimized to levels humans can never achieve. Like self driving cars, but no risk of death. 2. AI agents will conduct first-round interviews. These agents will lead realistic, conversational screenings, generating and asking behavioral-based questions tailored to job competencies, incorporating relevant context from the candidate’s resume (this capability exists today). They’ll evaluate and rate candidates more effectively than hiring managers who have completed your behavioral interview training program—because AI can be trained better and faster than humans. 3. This AI-driven first-round interview will be accessible to all candidates and replace the job application. Application Forms will still need to exist for compliance and record-keeping, the AI agent will complete the form and present it to the candidate for signature and submission. 4. AI will help candidates apply for the right jobs—reducing applicant overload (e.g. if they bomb the interview, suggest better suited jobs). The number one candidate disposition for high volume jobs today? “Rejected – Not Reviewed.” 5. Internal mobility will be transformed. Imagine employees being able to interview for any job in the company at any time they want and get real-time feedback? 6. This AI Agent will not replace recruiters—it will make them more valuable. By reducing applicant volume and administrivia. Producing an unbiased, detailed summary of how candidates stack up for a job, and allow recruiters and hiring managers to focus on what truly matters: conducting meaningful human-to-human interviews for final decision-making. This will not make our hiring process less human. It will be much better job application process that will provide the candidate/employee real-time meaningful feedback, will reduce the number of unqualified applications, and will reduce bias in the initial screen to get the right people to the in-person interview round. I think this will occur within the next 5 years. Let me know what you think.