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What Are the Cons of AI Interviews?

During recent years virtual job interviews have increased exponentially, and one interview practice that is growing is the use of artificial intelligence (AI). Utilizing artificial intelligence in the recruitment process can save companies a lot of time and improve efficiency, but how do AI interviews fit into this?

How is AI used in interviews?

There are different ways and varying degrees that AI is being used during the interview process.  One way this is done is through AI assessments, where candidates are recorded and asked a set of predetermined questions then analyzed based on their answers, language, and facial expressions. This can be a kind of preliminary interview that narrows down candidates based on AI predictions of future success in the workplace. A lesser known way is to use AI and gamification in hiring, which utilizes online games and puzzles to engage candidates while assessing their skills, abilities, motivation, and teamwork. This type of AI is usually most helpful during the initial stages of the hiring process as well.

Many companies use AI interviews as a first interview of sorts, screening candidates to determine if they would be a good fit. These AI-assisted interviews, which generally present on-screen automated interview questions that candidates answer via text or video. With video, candidates are recorded and their responses, both verbal and non-verbal, are analyzed and recommendations made based on the algorithm’s interpretation of these responses. This can include facial expressions, body language, gestures, verbal tone and rate, and word choice. In this type, the recommendations are typically reviewed by a recruiter or hiring manager, who will conduct the next round of interviews. AI-led interviews are the most extreme type, with AI interview bots conducting the entire interview and making the hiring decisions without human involvement.

A form of AI that is helpful for job seekers is AI interview answers generators, which are designed to help people prepare for interviews. They can choose or enter an interview question and the job role, and AI will generate interview answers. Some of these tools also allow users to enter relevant experience or information to personalize the answers it generates.  

What are the disadvantages of AI interviews?

AI interviews are still a rather novel application of AI in the recruiting process. They have many of the same drawbacks of other types of AI recruitment tools, including data privacy and cybersecurity risks as well as the potential for bias or discrimination if the data being used is prejudiced in any way.  AI interviews can also be intimidating for candidates, many who may never have encountered this type of interview before. It eliminates the human element from the interview process, and without immediate feedback cues and the ability to connect with another human being, people can struggle with how to act and respond. AI can misinterpret these emotions and body language and also may not take disabilities or cultural differences into account, making the validity of its analytics questionable. The use of facial recognition in interviews has been outlawed by many courts for this reason and due to privacy concerns.

What are the benefits of AI interviews?

One of the main benefits of using AI assessments and interviews is that they can save recruiters a lot of time by weeding out unqualified candidates, which expedites the hiring process for everyone involved. It also allows more flexible scheduling, since candidates aren’t at the mercy of recruiters’ schedules and vice versa. Candidates can arrange to do assessments and interviews at a time that works for them, and the hiring party can review the results when it fits into their schedule.  

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