A day after her interview for a part-time job at Target last year, Dana Anthony got an email informing her she didn't make the cut. Anthony didn't know why -- a situation common to most job seekers at one point or another. But she also had no sense at all of how the interview had gone, because her interviewer was a computer. More job-seekers, including some professionals, may soon have to accept impersonal online interviews where they never talk to another human being, or know if behind-the-scenes artificial-intelligence systems are influencing hiring decisions. Demand for online hiring services, which interview job applicants remotely via laptop or phone, mushroomed during the COVID-19 pandemic and remains high amid a perceived worker shortage as the economy opens back up.
Artificial intelligence (AI), the use of human-like intelligence through software and mechanisms, enables the disruption of the most diverse segments. After all, this is an industry that has grown an average of 20% per year for the past 5 years, according to a survey by BBC Research. Many organizations have already joined the "future" and gained space by efficiently applying AI in everyday activities. For example, some banks started to perform financial services without the help of a human; farms use drones capable of identifying points in a crop that need more irrigation and automatically trigger sprinklers. AI is not set to replace the recruiter's work, the importance of the interview, the empathy, and the sparkle in the eye that we sometimes feel when interviewing a candidate.
With parents using artificial intelligence to scan prospective babysitters' social media and an endless slew of articles explaining how your résumé can "beat the bots," you might be wondering whether a robot will be offering you your next job. We're not there yet, but recruiters are increasingly using AI to make the first round of cuts and to determine whether a job posting is even advertised to you. Often trained on data collected about previous or similar applicants, these tools can cut down on the effort recruiters need to expend in order to make a hire. Last year, 67 percent of hiring managers and recruiters surveyed by LinkedIn said AI was saving them time. But critics argue that such systems can introduce bias, lack accountability and transparency, and aren't guaranteed to be accurate.
CEO at Lensa, Inc. Passionate advocate for recruiting and human resources technology that puts people first. Have you ever been recruited by a robot? The odds are high that you have. Artificial intelligence (AI) is now as much a part of job search as spaceships are of Star Wars. But how big a role does AI play in the recruiting and hiring process?
Traditional job interviews leave something to be desired. Relying on hiring managers to handle them without injecting some level of personal bias is fraught with risk, and the fact that many busy managers would rather not spend time interviewing candidates in the first place only compounds the problem. Enter the Tengai HR robot. This 16-inch-tall robotic device gets right to the task without stopping to engage in small talk with each applicant. The robot asks critical questions succinctly with no emotion, no bias and no preconceived notions.