Must-see pros and cons of AI interviews for employers
In recent years, artificial intelligence (AI) has steadily gained position in the business world, gradually becoming an integral part of many different processes. The latest ways businesses use are in the process of hiring new employees. We’re not talking about the usual AI algorithms that sort resumes to speed up screening of candidates. This new trend includes AI bots interviewing candidates in full. Why are companies choosing this approach and how are they changing the hiring process? In this article, we explore the key pros and cons of AI interviews that business leaders should know.
What contributes to the rise of AI interviews?
More and more companies are leading to AI, not just interviews, but also many other steps in hiring and hiring strategies. Perhaps what stands out most is its ability to save precious time. In many cases, hiring and hiring is a time-consuming process that can last several months before delivering satisfactory results. These long-time teams tasked with finding new talent flock to hundreds or thousands of applications that need to be organized as efficiently as possible. Of course, this process is often interrupted by a overlap of tasks and extraordinary responsibilities, not to mention fatigue and vacation. Artificial intelligence can automate and streamline the screening process, ensuring that valuable applications do not fall out of the crack due to artificial errors.
This promise of speed and consistency has convinced business leaders that there are more ways to prove that AI is useful to them. If appropriate, you are beginning to handle the interview process. Explore some of the benefits of AI interviews that can help you hire new talent.
Opportunities for employers to take advantage of
1. Better use of employment time
Although recruiters and HR teams can conduct multiple interviews in a day, it may take more time to analyze each of the data. Needless to say, it is often impossible to interview all candidates whose resumes look interesting. As a result, some candidates will be rejected simply because of workload. Companies employing internationally may struggle with scheduling interviews due to differences in time zones. A key professional in AI interviews is that they can address these issues by interviewing multiple candidates at any time and automatically extracting insights from these meetings. This allows recruiters to focus more on engaging with top candidates rather than spending time on inappropriate candidates.
2. Consistency of the employment process
In most cases, companies use a set list of questions and ratings to assess candidates’ soft hard skills, work experience, and other characteristics the company may be looking for. However, despite the standardized nature of this process, recruiters are only human, and can influence factors such as mood, fatigue levels, and unconscious bias, leading to making mistakes. These instantaneous revocations are certainly understandable, but they can have a negative impact on the outcome of the employment process. In contrast, well-designed AI interviews always judge answers based on uniform criteria, not forgetting to ask questions to potential employees. This ensures a fair and objective interview process.
3. Objectivity
Speaking of objectivity, artificial intelligence can be free from conscious, unconscious bias that may color recruiters’ opinions about candidates. For example, rather than judging candidates based on gender or ethnicity, it focuses on the actual skills they bring to the table. In fact, several companies report not only a faster recruitment process but also a more diverse pool of candidates when incorporating AI into interviews and CV screenings. This allows them to leverage their talent from all over the world, and ultimately helps them identify the best possible candidates for their open positions.
4. Reduce costs
There are several ways that AI interviews can help reduce costs for businesses. First and foremost, it significantly reduces the overall duration of the recruitment process. The faster companies find new talent, the less work hours they have to pay for their recruitment teams, especially the outside teams. Furthermore, AI interviews can reduce the need for large recruitment teams and reduce pay costs. Finally, the efficiency of the AI-powered recruitment process promises more successful employment decisions. This means that you don’t have to waste additional resources to replace newly hired employees who have been found to be suitable for your organization.
AI interviews have risks that employees need to be aware of
Despite the undeniable advantages of AI interviews, there are still some disadvantages that need to be considered before they are incorporated into your recruitment strategy. Let’s explore some of them.
1. Lack of human interaction
The key fraud in AI interviews is the lack of human interaction and cannot be replicated with technology. Employment interviews are often an opportunity to showcase your company culture and begin to form relationships with potential new recruits. Unfortunately, this cannot be achieved when an AI bot conducts an interview. Another drawback is that AI can assess technical skills, but can struggle with soft skills. Human recruiters are much more likely to identify strong communicators compared to AI. This could result in the company missing out on employees.
2. Ethical meaning
At this point, there are some ethical concerns surrounding the use of AI in the interview. These range from the privacy and security of your personal data to the actual fairness of the overall employment process. When it comes to privacy, AI-powered companies often store large amounts of confidential information, making them an attractive target for cybercriminals. Furthermore, the AI algorithm that resumes the screen may be trained initially using biased data, so equality is not always guaranteed. Companies need to update their systems and undergo regular audits to ensure transparency, data integrity and inclusiveness.
3. Employee perception
Even if the companies that are using AI to interview them do everything right, it remains difficult to predict or change how candidates will respond. Some candidates may not care about this new interview trend and even feel innovative, while others may recognize it as inhumane and dehumanizing. They may wonder, “If the company doesn’t take the time to meet me face to face, how much do they value me as an employee?” These factors can lead to negative first impressions of your company.
4. Technical limitations
Like other emerging technologies, AI interviews require fine tuning to work effectively. It has been reported that the AI bot is malfunctioning during the interview, making it impossible for candidates to participate or resolve solutions, such as rescheduling the meeting. Because that’s natural, this can lead to a negative brand image, especially for companies in the high-tech industry. Whether these issues are outdated technology or the result of a lack of maintenance, it is essential for businesses to ensure that automated interview systems work well and improve their employment practices rather than improving them.
Find the right balance in AI interviews
Discussions about AI interviews are particularly active due to the many advantages and disadvantages that need to be considered. What can be said for sure is that artificial intelligence should not be used to replace humans, but rather to support them. AI capabilities can significantly improve the efficiency and effectiveness of the recruitment team, as long as sufficient attention is paid to maintaining the system to ensure proper operation, data privacy, and equity. This way, you can also be comfortable and respectful to the candidates involved while creating an automated interview process that is effective for your company.
FAQ
How does the AI interview system work?
In AI interviews, candidates use algorithms to interact with AI bots that evaluate performance based on answers to a given question. These systems evaluate the content (keywords and phrases) of what candidates say, but often evaluate delivery and analyze audio, clarity, and pace. Additionally, AI interview systems may use video analysis to measure facial expressions and eye contact.
Should candidates know in advance that they are being interviewed by AI?
Regardless of regulations that may be in place in your area, we recommend that interviewees be notified in advance that they will not be interviewed by humans. This is done to ensure transparency, enable candidates to prepare themselves, and build trust. If candidates are concerned about AI involvement but are aware that they will refuse an interview, they will be reassuring that further communication and meetings will be handled by recruiting or by members of the HR team.
Will AI interviews completely replace human recruiters?
Now there is no reason to believe that AI will replace human recruiters. It may change their role, but most companies opt for a hybrid approach that combines both AI and HR capabilities. This allows for increased efficiency and effectiveness to be achieved without sacrificing the irreplaceable elements of human judgment and empathy.
Which industry uses AI interviews the most?
AI interviews are especially useful for businesses that need to hire large numbers of employees regularly. This includes industries such as retail, customer service, and technology. However, more and more industries are adopting this practice, such as healthcare and finance.
