Companies are increasingly using AI to conduct initial job interviews, raising concerns among candidates about evaluation methods and the lack of human interaction. These AI systems analyse candidates' responses, assessing factors like tone, language, and even facial expressions to determine suitability. While proponents claim AI streamlines recruitment by quickly filtering candidates, critics worry about potential biases and the loss of personal connection in the hiring process.
The use of AI in interviews can involve various technologies, including natural language processing (NLP) and machine learning algorithms. These tools are trained on vast datasets to identify patterns and predict successful hires. However, candidates fear that relying solely on AI may overlook valuable qualities that a human recruiter would recognise, such as creativity, adaptability, and cultural fit. The debate highlights the tension between efficiency and the human element in recruitment.
As AI becomes more prevalent, job seekers need to adapt by understanding how these systems work and preparing accordingly. This might involve practicing responses to common interview questions, being mindful of non-verbal cues, and researching the specific AI tools used by companies. The future of recruitment may well involve navigating a hybrid approach, where AI handles initial screenings, and human recruiters focus on in-depth evaluations and relationship building.
