Like it or not, if you’re looking for a new job, you may soon be interviewing for an artificial intelligence job.
Interview conducted by AI Headhunter and recruitment expert Brent Orsuga told CNBC Make It last month that this will become the new normal by early next year.
Aaron Wang, co-founder and CEO of California-based artificial intelligence recruitment platform Apriora, which was founded just last year, told CNBC that the platform conducts multiple job searches every day for companies looking to recruit positions such as senior software engineers, electricians and baristas. Reached 1,000 AI interviews.
Wang said that Apriora’s artificial intelligence recruitment agent Alex has been trained on “the entire web” and can automate the entire recruitment process, from scheduling to conducting interviews.
“You can think of her as a super smart recruiting colleague,” Wang said.
When a job is posted, artificial intelligence will read the description and create a set of questions designed to evaluate candidates, which employers can further customize based on their specific needs, Wang said.
During the interview process, Alex interacts with candidates in a conversational manner and responds appropriately, just like a human recruiter, Wang said. Wang added that Alex can answer questions about the company, tailor questions based on candidate responses, and produce detailed feedback notes after interviews and identify the best candidates for recruiters.
Wang says how to best prepare for an AI interview:
Have a strong internet connection
Due to “time scarcity,” traditional recruiters may only spend three to five seconds Former Disney recruiter Simon Taylor told CNBC Make It earlier this year that the total number of resumes on the resume.
However, AI recruiters have the ability to read resumes and conduct more interviews at any given time. What you really need, says Wang, is a strong online connection and the ability to talk about the skills and experience you bring to the table.
He added that some of Wang’s clients have even asked Alex to interview everyone who applies for a job without reading a resume or cover letter, so as to give each candidate a chance to showcase and promote their skills.
“This is really a good way to introduce fairness into the interview,” Wang said. “It doesn’t matter if you don’t go to some resume workshops to design the perfect resume or stuff your resume or cover letter with keywords.”
Think about it like any other interview
Wang said talking to an AI recruiter like Alex should be a “very smooth conversation,” where you take as much time as possible to answer questions thoroughly and ask for appropriate follow-up based on your answers.
“It’s just back and forth. She won’t bother you,” Wang said.
Alex is trained to understand a variety of accents and conduct interviews in different languages, Wang added, adding that she has built-in fraud detection: suspicious activity in interviews, including keystrokes after each question or possible answers to questions from others in the room sound.
Expect the interview process to be shorter
Experts say that during traditional interviews at non-management levels, candidates should face three to five rounds interview. “We will see the integration of the interview phase,” Wang told Aprila.
“If your AI has the knowledge of an engineer, you can do both the phone screening and the engineering round of recruiting in one phone call,” he said.
Wang said that when his own company hired Alex for recruiting, the process had been reduced to two interviews: one with Alex and a final round with someone within the company. He said he typically asks Alex to contact candidates, conduct interviews, identify the top three, and schedule an interview with him.
Wang said Apriora used Alex to interview thousands of engineers and hired the company’s last three engineers and two salespeople through the software.
As with any new technology, Wang said he knows people will initially be wary of interacting with artificial intelligence like Alex, but stressed that platforms like Apriora can actually improve the current candidate experience.
“Bad AI is worse than no AI, but good AI can create a truly wonderful and enjoyable candidate experience,” Wang said. “You feel less judged and you can be flexible (about) When you actually get interviewed.
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