But the technology is not only being used in the food and beverages industry.
Say a candidate is applying for a position in San Diego, California but lives on the east coast, this could cut out a step of unnecessary travel.Īs part of its positive testimonies, HireVue said SHIPT, a grocery delivery service, tripled its recruitment rate as recruiters no longer had to deal with technical difficulties and coordinating video times. At its best, it can serve as an initial screener before job seekers can get to the promised land of interviewing with a human. HireVue said it doesn’t want to replace recruiters instead, it wants to make the job interview process more efficient. HireVue’s AI can judge your tone and vocabulary for employers The algorithm can analyze all of these candidates’ responses and rank them, so that recruiters can spend more time looking at the top performing answers. If you enjoyed this blog and are interested in reading more about AI, take a look at our blog on machine learning bias.Using voice and face recognition software, HireVue lets employers compare a candidate’s word choice, tone, and facial movements with the body language and vocabularies of their best hires. Our psychometrics platform, Psycruit, can help to streamline part of the assessment process by providing objective and insightful reports on candidates.įind out more about our assessments here: Whilst AI is revolutionising the assessment process, it still seems far from perfect. Undesirable effects - If candidates are made aware that their facial expressions/ tone of voice may be monitored during their assessments, it raises concerns whether candidates will display self-conscious behaviours, which may be viewed negatively on an assessment matrix. The process may miss out on talent that presents itself in unconventional forms and will limit their candidate pool.Ĥ. Excluding talent - With algorithms being based largely on previous successful candidates, the interview process may favour the same types of candidates they’ve always hired and rule out people who are actually good for the job. Interviewing technology may not be sensitive enough to detect physical differences that could affect our facial expressions, and subsequently disadvantage potential candidates.ģ.
Ethical concerns - There’s little clarity about whether recruiters and employers are required to disclose details about using AI in their assessment process. Algorithms may even perpetuate and potentially amplify existing beliefs and biases.Ģ. There’s a high chance that the algorithms could discriminate against candidates from certain backgrounds and may unfairly exclude them from the process. Inherent bias - Unless the algorithms are powered by fully diverse datasets, it is inevitable that they’ll have in-built biases. As a result, AI presents several flaws which employers and recruiters should consider before implementing in the hiring process:ġ. However, technology isn’t born in a perfect society AI can only be as good as the information that humans have collated and inputted into the algorithm. So, how good is AI in the hiring process?Īdvocates of AI argue that it will create a more efficient process for sifting through large volumes of applications, and it will eliminate unconscious human bias against candidates. Candidates are typically ranked on a scale of 1-100 against a database of previous successful candidates. It can also be used to track eye movements to determine whether a candidate is looking at resources around them.Īlgorithms select the best applicants by assessing the performance of candidates in the video against a large inventory of facial and linguistic information. AI electronically analyses many aspects of a video interview, including the candidate’s body language, facial expressions, word choices and tone of voice. Video interviewing is an increasingly popular assessment tool, and one which is driven by artificial intelligence. It can replicate intelligent human behaviours including, facial expression recognition, problem solving and learning. Hirevue have given us a glimpse into the future of recruiting by integrating aspects of AI, like voice recognition and facial expressions, to improve the efficiency of hiring and to select more appropriate candidates.Īrtificial Intelligence essentially refers to the simulation of human processes by machines and computer systems.
Artificial intelligence (AI) has recently been used for the first time in video interviews in the UK, introduced by US assessment company, Hirevue.