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Author: Web Master

Should Robots Conduct Job Interviews?

November 2020. The I.A. is playing a new role in recruiting. By RACHEL WITHERS.

“Congratulations, you have been selected for an interview for the position of professional mini-player at the Open Mind Corporation,” announces a robotic voice over a blank screen. “My name is Alex. I will guide you in the interview. The whole process will not take more than 10 minutes. Let’s hear your voice. … Smile at the camera. … Welcome to the interview.”

This is the beginning of “Interview with Alex”, a dystopian interactive online experience that takes viewers to a “job interview” conducted by an AI hiring manager, one that measures the tone to score users on a ” Mental State Index “. Carrie Sijia Wang, the multimedia artist behind the project, writes that her work is intended to “critique the present by speculating about the future.” But you’re not that far off what your next job interview might be, if you’re applying for a high volume of low-skilled (or even some high-skilled) jobs. A growing number of real-life recruiters are turning to A.I.-led job interviews, using programs that interview and screen candidates before a human recruiter even sets eyes on them.

“Chances are, if you apply for the type of job that attracts a lot of applicants, you will be interviewed by an A.I. eventually”.

Alex won’t interview you, but it could be Hubert, or Ella, or Tengai, or Phai, or just automated words on a screen. Most bots aren’t running the decision-making process from start to finish (although they sometimes do – see Ryan Fan’s OneZero article “I got a job at an Amazon warehouse without speaking to a single human”) . Instead, recruiters generally use artificial intelligence at the “top of the funnel” to rank or rank candidates before they reach a still human stage. Like humans, these bot recruiters have their own unique interview styles. Some are only looking for logistical information, such as availability and ongoing interest, while others may be looking to assess drive, initiative, teamwork skills, adaptability, or even your tendency to jump from one job to another. Some will ask everyone the same set of questions in the same order, while others will tailor their questions to you, verifying that you can actually do the things that you say you can.

For many positions, each applicant receives an automatic link for the interview. Applicants are free to enter the “interview” on their own time, and there will often be practice questions that they can try before tackling the official questions. Some are text-based, while others require applicants to be videotaped. Questions, asked by a bot or a prerecorded message (or, in one case, by a disembodied head), are usually fairly common probes: Tell us about your previous experience, why are you interested in this company? But there is no human listening. Responses are recorded and analyzed by A.I., marking the candidate’s suitability on certain traits, before human recruiters use this analysis to decide who to invite for another interview or hire. By the time the answers are reviewed by a human (if at all), I.A. has already passed judgment.

Chances are, if you are applying for the type of job that attracts many applicants, you will eventually be interviewed by one. So often is the Fast Company running an article telling readers “4 Things You Must Do to Prepare for an A.I.-Powered Job Interview,” while LinkedIn publishes a free A.I. Interview Practice Tool. on video. And as much as the companies behind them tell me otherwise, you may not like it.

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Robotic interviews, machine learning and the future of the recruitment of the workforce.

This would affect all aspects of HR functions like how HR professionals embark and hire people, and the way they train them.

Artificial intelligence (AI) is changing every aspect of our lives and that too at a rapid pace. This includes our professional lives as well. Experts hope that in the coming days, AI will become a more important part of our careers as all companies are making progress in adopting such technology. They are using more machines that use AI technology that would affect our daily professional activities. Very soon, we would see machine learning and deep learning in HR as well. It would affect all aspects of HR (human resources) such as the way HR professionals embark and hire people, and the way they train them.

Impact on onboarding and recruiting

Companies are also using machine learning and deep learning in HR to help provide on-the-job training to employees. Just because you’ve gotten a job and settled into it doesn’t mean you know everything. You need to get job-related training so you can keep improving. This is where experts expect AI to play a major role in the years to come. It will also help a generation of professionals in an organization transfer their skills to their successors. This will ensure that no company ever suffers from a skill shortage. Increase in the workforce Robotics in human resources will play an important role in improving the people who work in organizations in which the management applies that technology. One of the main reasons people are so afraid of using AI in an organization is that they feel that it would replace them and that they would do everything they can do now. This will consequently lead to job losses. However, in today’s scenario, AI is all about augmenting that workforce. This means that it would help you do your job more efficiently. Contrary to popular opinion, she would not replace you.

Surveillance of the workplace

Companies can also use machine learning and deep learning in HR to improve their workforce surveillance work. This is uncomfortable for many employees as they feel that such technology would invade the privacy of their workplace. Recently, Gartner conducted a survey that found that more than half of companies with an annual turnover of more than $ 750 million use digital tools to obtain data on their employees’ activities and monitor their overall performance. As part of this, they analyze their emails to find out how engaged and happy they are with their work.

The use of workplace robots

Aside from robotics in HR, companies today also use physical robots that can move by themselves. This is especially true for warehousing and manufacturing companies. Experts hope that this will soon become a common feature in many other workplaces as well. Mobility companies are creating delivery robots that can move around the workplace and deliver items directly to your desk. Tech companies are also developing security robots. Experts believe they would become commonplace because they can ensure the security of commercial properties against intruders. Companies are also developing software to help you park your cars in your office.