It seems like we’re living in an age of “AI Everywhere” these days. And it’s no longer just about crunching numbers for fast data analysis. Now we’re seeing AI show up in more face-to-face human endeavors, like recruiting and interviewing. Robot recruiters, as they’re being called, are being used by a growing number of organizations to interview and assess a candidate before a person even talks or meets with them. 

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Robot recruiters are chatbots that can conduct AI-led video interviews themselves, helping companies expand the job candidate pool and ensure that hiring practices remain consistent. Of course, the concept of AI-led recruiting comes with its potential shortcomings, but Gartner reports that 86 percent of companies say they are using virtual technology now in the hiring process. 

AI’s Growing Role in Recruiting

AI is cropping up everywhere in the recruiting process and candidate evaluation lifecycle. There are four types of AI-driven automation technology: 

1. Interview Scheduling

Most companies now automate the process of scheduling interviews, using AI to shortlist candidates and send email interview invitations through their applicant tracking system.

2. Asynchronous Video

The next big development in interview automation was asynchronous video, whereby a candidate can video record their responses to interview questions to be reviewed later by a recruiter.

3. Conversational AI

AI-powered chat is generally employed in the applicant screening stage, rather than later stages of traditional interviews. Applicants get a chance to provide information in an SMS- or messenger-like conversation, and usually allows applicants to take their time with responses.

4. AI Video Assessments

The most advanced type of assessment in the AI space today is the ability to score candidates based on their video responses, which helps recruiters screen and save time on their own initial evaluations.  

Potential Problems With Robot Recruiters and AI Interviews 

The pitfall with AI assessments is that candidates may not even know what the assessment criteria are and how to respond accordingly. There are also numerous concerns with how AI interprets visual and verbal cues that may create bias. The companies that produce AI video interviewing technology boast their ability to not only improve efficiency, but also enhance fairness in the evaluation process. AI, they say, can eliminate many human faults — it is immune to distractions and people’s charisma, never gets tired or irritable, and always stays on script. 

However, AI algorithms utilized by these robot recruiters have been found to potentially copy the human biases, even if unintentionally. Certain human attributes or characteristics may be unfairly associated with candidate quality, and certain terms can result in a biased assessment. In a famous example, Amazon abandoned its experimental AI candidate scoring tool because it was found to be biased against women. The AI engine was trained to recognize terms from past applicant resumes, a large majority of which were men. And it tended to recognize terms used by men more often such as “executed” and “captured.” 

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Tips for AI Interviewing: It Can Be a Success!

In spite of the challenges many job candidates face when conducting an AI-powered video interview with a robot recruiter, there are various tips that can help tip the scales in your favor. 

  • Speak Succinctly and Use Your Keywords

Remember that in an interview with a robot recruiter, you need to change the way you talk. You’re not interacting with a person, so eliminate the small talk, to begin with. Get straight to the point when discussing your background, and don’t forget to throw out important keywords that AI will be looking for. AI interviewers also have speech analytics software and use a semantic analysis to calculate grammatical ability. So be sure to find a good conversational speed, pace of replies and tone.

  • Think “STAR” and Stay Focused

As with an interview with a human recruiter, it’s important to take time to research the company you’re interviewing with and put your answers in the context they’re looking for. Think about the “STAR” framework: Respond to questions by outlining the 1) situation, 2) task, 3), activity at hand, and 4) results of your work. A robot recruiter will be on the lookout for your ability to succinctly articulate your value, so put a structured framework behind your efforts.

  • Remember Your Physical Presence

Robot recruiters can pick up subtle facial expressions that human interviewers might miss. Some things you can keep in mind include:

  • Smiling: It’s easy to forget when you’re concentrating, but remember to show a pleasant demeanor by smiling and staying relaxed to show confidence a good rapport.
  • Eye contact: remember to look at the camera and avoid looking away in a shifty manner. It’s not easy to just stare at the camera, but practice will make perfect.
  • Posture: to appear relaxed and natural, sit with an open posture, avoid crossing your arms or legs, or hunching your shoulders. Common sense wins the day here, just like with a human. 
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Conclusion: Robot Recruiters Aren’t Perfect, but They Will Play a Key Role

The power of AI will continue to permeate the working world, from how companies build AI-powered analysis tools to how technology professionals find their dream job. In the end, we will all need to adapt to a more AI-centered vision of the future, and ensure we’re keeping our skill sets sharp for every new opportunity.  Simplilearn's Artificial Intelligence course, in collaboration with IBM, gives training on the skills required for a successful career in AI. 

About the Author

Stuart RauchStuart Rauch

Stuart Rauch is a 25-year product marketing veteran and president of ContentBox Marketing Inc. He has run marketing organizations at several enterprise software companies, including NetSuite, Oracle, PeopleSoft, EVault and Secure Computing. Stuart is a specialist in content development and brings a unique blend of creativity, linguistic acumen and product knowledge to his clients in the technology space.

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