We present MimiTalk, a dual-agent constitutional AI framework designed for scalable and ethical conversational data collection in social science research. The framework integrates a supervisor model for strategic oversight and a conversational model for question generation. We conducted three studies: Study 1 evaluated usability with 20 participants; Study 2 compared 121 AI interviews to 1,271 human interviews from the MediaSum dataset using NLP metrics and propensity score matching; Study 3 involved 10 interdisciplinary researchers conducting both human and AI interviews, followed by blind thematic analysis. Results across studies indicate that MimiTalk reduces interview anxiety, maintains conversational coherence, and outperforms human interviews in information richness, coherence, and stability. AI interviews elicit technical insights and candid views on sensitive topics, while human interviews better capture cultural and emotional nuances. These findings suggest that dual-agent constitutional AI supports effective human-AI collaboration, enabling replicable, scalable and quality-controlled qualitative research.

Shares of major technology companies have fallen over fears about the valuations of firms linked to the artificial intelligence (AI) industry. Investors have grown increasing wary about what they are calling an AI bubble this year that has seen tech stock valuations hit record highs. Major indexes in Asia were the hardest hit on Wednesday, following a sell-off in the US. Japan's Nikkei 225 closed 2.5%, dragged lower by tech investment giant, SoftBank, which plunged more than 10%. AI valuation concerns took hold in the US as well after it was revealed the trader who inspired The Big Short has bet $1.1bn (£840m) on a fall in prices for AI-related stocks Nvidia and Palantir.

The number of sick and disabled people out of work is putting the UK is at risk of an economic inactivity crisis that threatens the country's prosperity, according to a new report. There were 800,000 more people out of work now than in 2019 due to health conditions, costing employers £85bn a year, according to the review by former John Lewis boss Sir Charlie Mayfield. The problem could worsen without intervention, but Sir Charlie, who will lead a taskforce aimed at helping people return to work, said this was not inevitable. The move has been broadly welcomed, but some business groups said Labour's Employment Rights Bill included some disincentives to hiring people with existing illnesses. One in five working age people were out of work, and not seeking work, according to the report, which was commissioned by the Department for Work and Pensions by produced independently.

Artificial intelligence (AI) is increasingly used in recruitment, yet empirical evidence quantifying its impact on hiring efficiency and candidate selection remains limited. We randomly assign 37,000 applicants for a junior-developer position to either a traditional recruitment process (resume screening followed by human selection) or an AI-assisted recruitment pipeline incorporating an initial AI-driven structured video interview before human evaluation. Candidates advancing from either track faced the same final-stage human interview, with interviewers blind to the earlier selection method. In the AI-assisted pipeline, 54% of candidates passed the final interview compared with 34% from the traditional pipeline, yielding an average treatment effect of 20 percentage points (SE 12 pp.). Five months later, we collected LinkedIn profiles of top applicants from both groups and found that 18% (SE 1.1%) of applicants from the traditional track found new jobs compared with 23% (SE 2.3%) from the AI group, resulting in a 5.9 pp. (SE 2.6 pp.) difference in the probability of finding new employment between groups. The AI system tended to select younger applicants with less experience and fewer advanced credentials. We analyze AI-generated interview transcripts to examine the selection criteria and conversational dynamics. Our findings contribute to understanding how AI technologies affect decision making in recruitment and talent acquisition while highlighting some of their potential implications.

The candidate interviewing for the role was not fit. I explained why he was not suitable for the role and told him to apply for a Data Analyst position instead. But he insisted I tell him how to…

Artificial intelligence is having a beneficial influence on the market, and virtually every big company is looking for AI specialists to assist them to realize their goals. In an artificial intelligence interview, there are a few things to keep in mind. In this article, we will mention the 5 do's and 5 don'ts of an artificial intelligence interview. After you've determined and narrowed down the job role you want to apply for, match your abilities to the job description to see whether it matches the requirements. Demonstrate to the interviewer that you are eager to learn.

Preparing for an artificial intelligence job interview can feel overwhelming, whether you are a fresher or not. However, you need not worry much about this. In this article, Analytics Insight aims to familiarize its readers about the type of questions they can expect in the interview round. With artificial intelligence and machine learning touted as the most preferred and in-demand tech skill for 2021, it is important to access one's expertise in the same. Ever since the artificial intelligence started having a positive influence of the market, companies are on lookout to hire best professionals in the field.

SEOUL – In cram school-obsessed South Korea, students fork out for classes in everything from K-pop auditions to real estate deals. Now, as top Korean firms roll out artificial intelligence in hiring, job seekers want to learn how to beat the bots. From his basement office in downtown Gangnam, career consultant Park Seong-jung is among those in a growing business of offering lessons on how to handle recruitment screening by computers instead of people. Video interviews using facial recognition technology to analyze character are key, according to Park. "Don't force a smile with your lips," he told students looking for work in a recent session, one of many he said he has conducted for hundreds of people.

SEOUL (Reuters) - In cram school-obsessed South Korea, students fork out for classes in everything from K-pop auditions to real estate deals. Now, top Korean firms are rolling out artificial intelligence in hiring - and jobseekers want to learn how to beat the bots. From his basement office in downtown Gangnam, careers consultant Park Seong-jung is among those in a growing business of offering lessons in handling recruitment screening by computers, not people. Video interviews using facial recognition technology to analyze character are key, according to Park. "Don't force a smile with your lips," he told students looking for work in a recent session, one of many he said he has conducted for hundreds of people.

When applying for a job these days, there's a chance your interviewer could be a robot. A growing number of companies are embracing artificial intelligence technology to sift through job candidates. The state of Illinois has a new law, effective this week, that requires companies to disclose that AI is being used in interviews and how. When a job applicant sits down for a video interview, AI can pick up on a lot of things. "You know, if he twitches too much or if he moves too much, or if his voice changes," said Illinois state Rep. Jaime Andrade, who co-sponsored the law. He said we don't know yet whether AI really picks the best candidates, and he's not sure it's always fair to job applicants.