AI in interviews?
Did you know that up to 43% of companies are using some form of AI to interview potential candidates? Although conducting initial screenings using AI can provide a consistent and standardized experience for your candidates by ensuring that everyone is evaluated in the same way, the downfalls of this can be:
➡ lack of human interaction - when conducting interviews, positive experience is vital. Using AI to conduct your interviews, you risk a lack of personal touch, which can lead to candidates feeling less engaged and/or valued.
➡ ethical concerns - these may arise around the use of personal data, privacy, and fairness in the hiring process. Remember that human programmers write the code for AI programs, and their biases – whether intended or not – can be embedded in the algorithms.➡ technical issues - as a prospective employer, you want to present yourself to your candidates from your best side. Bugs or connectivity problems are often reported when using technology to conduct your interviews. These can disrupt the interview process and lead to a negative experience for the candidate.
➡ limited assessment capability - you want your prospective hire to get along with the rest of the team and be the right fit for your business culture. AI may not be able to assess soft skills such as emotional intelligence or interpersonal communication skills.
No matter the pitfalls you may fall into using AI, if you're not sure of your interview process, consider using an external provider who can help your new hires and your business succeed by taking the time getting to know you and your business and tailoring their recruitment strategy to find the candidates that will suit your business culture, add real value and help your business growth.
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