AI-Assisted Interviews: How Technology is Changing the Game
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With Artificial Intelligence (AI) entering the recruitment game, many companies have witnessed a revolutionary experience in attracting talent. One technological advancement has particularly changed the game for recruitment - AI-Assisted Interviews. Let’s look at how this technology is changing the game.
What are AI-assisted automated video interviews?
In the modern recruitment landscape, a candidate can encounter diverse formats of interviews from face-to-face interaction with a human recruiter, to video interviews with both parties present remotely, to interviews completely led by AI where the decision on whether a candidate progresses to the next stage of the hiring process is made by technology. On this spectrum lies Automated Video Interviews (AVIs) conducted with the assistance of AI - the focus of our article.
AI-assisted AVIs are conducted via screens where neither the interviewer nor the interviewee are present together or are in the same place. In AI-assisted AVIs, technology may be used to evaluate the candidate’s performance (facial expressions, tone, keywords, and so on), and suggestions are presented in the form of reports for human hiring managers to use when making a decision on whether or not to proceed with the candidate.?
Using AI to evaluate video interviews has become one of the more advanced techniques employed in recruitment. Research indicates that it’s useful for organisations, both big and small and is also suitable for roles that require strong interpersonal and communication skills .
How AVIs assisted by AI is changing the game
From automatically screening candidates to evaluating nonverbal communication, AI has transformed the conventional recruitment and selection process, providing efficiency and enhanced experience for both candidates and organisations.?
Let’s dive in to understand more about these changes:
Recruiters spend a huge amount of their time sifting through résumés in search of the best candidates. Such rote work has now been automated using AI with greater efficiency delivered.
Take technical evaluation and coding challenges - types of assessments popularly conducted by organisations in the tech industry. These assessments can be automated and standardised using AI-driven algorithms. Using such AI-driven assessments, employers can determine the technical knowledge of candidates quickly and effectively. What’s even more special is that with tools like Recroot Lea , employers can also decide if a particular candidate makes a strong cultural fit - an essential trait that allows tech-driven companies to achieve greater team cohesion and collaboration.
By leveraging AI, candidate screening can be done in little time, but with greater objectivity.
A common complaint among job seekers is that they never hear back from companies they apply to. At times, candidates receive no constructive feedback following an interview - only a simple rejection email.?
With AI, organisations are capable of enhancing candidate experience by investing in their professional growth and development - something many candidates would appreciate even if they failed to make it through the hiring process.
Consider Unilever. Their system is said to provide all candidates with feedback on their performance in the games and video interviews, characteristics that make them a strong fit, and if they do not fit then reasons for the same, as well as steps to take to ensure that future applications are successful.
Recroot Lea , the recruitment arm of ARInnovate, provides AI-driven interview services. Recroot Lea not only provides insights to recruiters, but also provides a report to candidates who use the software so that they are able to gain an understanding about their performance.
Such investment in a candidate’s professional growth, on the part of a prospective employer signals that the employer cares about each candidate. They are not just on the search for top candidates - they attempt to nurture potential future candidates, cultivating a growth mindset within them.
The traditional recruitment process can have a timeline that spans across months. With the various activities that recruiters may have to undertake, it’s easy to forget minute details that made one candidate stand out from the other. Despite the availability of rating systems and taking down notes, the effectiveness of these techniques depends on the person who creates them.
With AI, accurate analysis and creating solid records is made possible. With Recroot Lea for instance, we already know that both employers and candidates receive reports with useful insights into the latter’s performance. Such documents can be retained for recordkeeping.
A key strength of using AI-assisted AVIs is that a report is generated at the end of the interview, assessing the candidate’s performance. Such reports can provide a wealth of information on not just a candidate’s responses, but also their tone, body language, facial expressions, and much more.
Let’s go back to Recroot Lea .?
At the end of a candidate’s interview, Recroot Lea generates a report that recruiters can use to gauge the candidate’s communication capabilities including confidence in articulating and conveying thoughts, clarity and conciseness of responses, and fluency. For roles in healthcare or sales and marketing , Recroot Lea can provide valuable insights on, for instance, cultural competence and style of communication of the candidate.?
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Is it all good?
While there’s much potential for a company to enhance their talent management capabilities using AI, concerns have been reported.
First, there’s the lack of transparency, with the criticism that most AI tools sold by vendors act as “black boxes” , with very little understanding of the nitty-gritty details of how these tools work.
There’s also the issue of discrimination and bias. AI-algorithms are suspected to maintain or even worsen unconscious bias in hiring. A candidate might be mistakenly scored lower than another candidate because the former’s accent made them sound unintelligible.
On the candidate front, while candidate experience has been enhanced, research has shown that candidates might actually experience confusion because they were not told what type of AVI was involved. This lack of knowledge also led to another problem - adopting a rigid manner by default during interviews - think fake smiles, no variation in tone, unusual postures, and so on.?
What does this all mean for organisations?
The decision to use AI in the recruitment process must include some key considerations:
Research has proposed a “hybrid model” where both AI and HR professionals work in collaboration. The idea is to involve AI in a strategic manner, at points where the risks of doing so are very low and remarkable benefits can be enjoyed. On the other hand, where the possible risks of sole reliance on AI are high, human involvement must be leveraged.?
We already know that there are several forms of interviews. Employers need to understand which form of interview aligns with their requirements, and which vendors provide the functionalities they seek.
AI can provide valuable data, but it is crucial that your team has strong knowledge and capabilities on how to use this data and make effective decisions. With AI-assisted AVIs, reports can be generated, but human oversight is necessary to make optimal decisions.?
Instead of rolling out on a large-scale, it may be helpful to run tests on small batches to identify any issues while using such technology. Using the feedback you gain from both clients and candidates, necessary adjustments can be made before mass deployment.
When choosing an AI vendor, ensure you partner with an entity whose tools and services are ethical and responsible. Pymetrics ensures clients have a good understanding of the fundamental workings of their AI assessment models before clients use these models to test actual candidates. Mya Systems enables clients to make adjustments and provide approval on content used before the solution is deployed.
Informing candidates that technology will be used to assess their video interviews, providing explanations on how the AI will work, and obtaining consent from candidates to be evaluated using AI prior to an interview taking place has been made a legal requirement in Illinois . Such laws can help companies ensure that they also preserve trust in the process of adhering to these laws.?
It isn’t unusual for candidates to experience nervousness and anxiety before a traditional interview. With the more modern forms of interviews that utilise AI, this anxiety can be heightened. We already know research has found that candidates can feel confused as to what type of AVI is used. To avoid unnecessary anxiety and confusion, provide supporting systems and tips on how they can best prepare for and face these types of interviews. Be sensitive to candidates hailing from diverse backgrounds.
Some vendors like HireVue have taken steps to validate and audit their algorithms so that bias is mitigated. Their algorithms are also audited by third-parties. Partnering with vendors who take such measures can help you be an employer with an ethical and responsible AI-driven hiring process.
In short….
AI-assisted AVIs have brought benefits to large corporations. They have attracted concerns as well - just like most technology do. A clear and responsible strategy can enable companies to harness the potential of AI to transform their hiring process and yield outstanding results.