5 minutes read time
As technology continues to advance at an unprecedented pace, Artificial Intelligence (AI) is revolutionising various aspects of our lives, including the job market. One area where AI is making significant inroads is in job interviews. Traditionally, interviews have been conducted by human recruiters, but with the advent of AI, the landscape is rapidly changing.
In our article in April we looked at how AI can assist with the initial screening, matching and onboarding of candidates, but in just a matter of weeks this has evolved even more and many of you have reported back to us about the use of AI in job interviews. So, we’ve explored this a bit more.
Enhanced efficiency and objectivity
One of the primary advantages of AI-powered job interviews is the potential for enhanced efficiency. Automated interview systems powered by AI can process a vast number of job applications and conduct interviews simultaneously, reducing the time and effort spent by recruiters and HR departments. This speedier process benefits both candidates and companies, enabling faster hiring decisions and reducing time-to-hire.
Arguably, AI can bring a new level of objectivity to the interview process. By standardising questions and evaluation criteria, AI algorithms can eliminate bias and ensure that every candidate is evaluated based on the same criteria. This objectivity, some argue, mitigates human biases related to factors such as gender, race, or age, promoting a fairer and more inclusive hiring process.
Advanced candidate assessment
AI technologies, such as natural language processing and sentiment analysis, can analyse candidate responses during interviews more effectively than humans alone. These algorithms can detect patterns in speech, language, and facial expressions, providing deeper insights into a candidate's communication skills, emotional intelligence, and personality traits.
Some AI interview platforms can even analyse a candidate's social media presence to gain a comprehensive understanding of their background and character. This wealth of data allows recruiters to make more informed hiring decisions and identify top candidates who possess the necessary skills and cultural fit for a client’s business.
Improved candidate experience
Many of you pointed out that it is possible that AI-powered interviews could also enhance the candidate experience. Virtual interviews eliminate the need for candidates to travel for in-person interviews, reducing logistical challenges and expenses. AI chatbots can be deployed to engage with candidates, answer frequently asked questions, provide virtual office tours and provide real-time feedback, creating a personalised and responsive experience.
A real positive coming out of this is that AI-powered interviews can be more inclusive for candidates with disabilities. Accessibility features such as closed captioning, text-to-speech, and keyboard navigation can be integrated into the interview platforms, ensuring equal opportunities for all candidates.
The human touch: complementing, not replacing
Whilst these inroads are significant, it is important to recognise that the human touch remains vital in the hiring process. Human recruiters possess intuition, empathy, and the ability to evaluate soft skills that AI algorithms may struggle to fully comprehend. The most effective approach lies in leveraging AI as a complement to human judgement, allowing recruiters to make more informed decisions while maintaining a human-centric approach. At least for the time being, that is!