Would you use AI in your interviews?

10 October 2019 by Rachel Whalley
Recruitment Interview

Technology is an integral part of our everyday lives, so it’s no surprise that we are utilizing it in our hiring and interview practices. One company has taken this a step further and developed AI software helps interviewers identify the best candidates for their role. 

How does it work?

The technology analyses the language, tone and facial expressions of each candidate when they are asked the same set of questions, which are filmed on their phone or laptop. 

Once uploaded, the tech uses a clever set of algorithms to select the best candidates by comparing their videos against a huge data set made up of previous, successful interviews. Here are a few of the parameters it uses to do this:

  • Candidate’s facial expressions and gestures
  • Sentiment analysis of voice & text
  • Knowledge & ability required for the role
  • Workplace competencies, cultural fit & personality

These are just a few examples, and the tech also uses machine learning to improve the algorithms with every interview it analyses. Once this is completed, it ranks each interviewee on a scale of 1-100 to help the companies decide who to bring in for the next stage! 

What does it do?

The company that developed the software, HireVue, believes that it can enable companies to interview more applicants at the first stage, and hat it provides a more reliable and objective indicator of future performance - free of human bias. It hopes that in doing this it can help increase diversity in the workplace! 

Is it all good?

The software providers claim that they can speed up the hiring process by 90%, but some people worry about the implications of using AI instead of a human at this stage. In using data from past successful applicants, there’s a risk that companies are more likely to hire the same type of people, from the same backgrounds, they have always hired. There is also a worry that the tech may reject people who accidentally smile (or don’t smile) at the wrong time, and a company could miss out on an excellent candidate. 

So what do you think? At the moment the technology has only been used in the UK, but we’re sure it’s only a matter of time it starts to appear in the US too.