What are automated job interviews? Is it reality to have an interview with a robot? Can robots replace humans and a lot of people working in HR stay without a job in future?
Online job interviews have become extremely common since the pandemic, with 86% of companies surveyed by Gartner saying they’ve used virtual technology in the hiring process.
Pandemy has opened other opportunities for companies: AI-led video interviews or chatbots. What are their functions? Companies use them to assess job candidates before a recruiter (a human one) can have an interview with them.
Is it a good thing? Do the candidates like it?
For the companies it’s a great thing: these interviews can massively expand the job candidate pool and are designed to ensure consistent hiring practices without any biases. But if we talk about the interviewees are not happy. For them, these interviews make them feel like they’re talking to the faceless robots they’re trying to impress.
Candidates feel that this process became impersonal. After the interviews they don’t know what was the reason for rejection. If it was a robot, programme or a member of HR.
Some candidates say that they feel more stressed at the AI-interview than in the normal, human one.
But what are the advantages of having AI-programme for the companies? Or for the candidates?
Big firms spend a lot of time in the recruiting processes trying to find the perfect candidate. They need to see a great volumen of job resumes and CVs. They need to hire more HR members to do that job. AI-programmes are designed to solve the efficiency problems because no human can see the same amount of CVs that the robot can´t see.
So the first and really important advantage for the companies is efficiency. But what do we lose? We lose the human, emocional part. Because all of us know or maybe were in the situation that sometimes choosing a perfect person is not only the CV and that education, professional skills and experience match with the job description that we have but at the same time it’s another feeling that we can´t explain the we sense that this person is a perfect fit for the company.
Candidates lose this part to show that they’re really interested in this job position. Maybe they do not have enough skills but they are ready to work hard to get them as soon as possible.
The hiring companies or the firms reduce the amount of money to spend on the hiring process, that is a second great advantage of AI-processes that is great for the companies and at the same time for the HR professionals who can spend less time in screening CVs.
So what are the AI-processes: future of HR or a nightmare of candidates? It’s really difficult to answer this question now. It requires more studies on the companies that started doing it. For now in our opinion it’s a great thing that there are possibilities to reduce the time in the hiring process but still it has to be monitored by humans from its beginning. What do you think?