The Role of AI in the Job Search Process

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let’s talk about my new coaching program, Highly Promotable.

Here’s the link to learn more: https://exclusivecareercoaching.com/highly-promotable

Today, we’re talking about how employers are using Artificial Intelligence (AI) in job interviews – and what that means for you as a job seeker.

AI is being used in the interview process via Natural Language Processing (NLP), chatbots, sentiment analysis, facial expression recognition and visual perception, speech recognition, tone analysis, and decision-making.

Let’s start with some definitions: 

Artificial intelligence:

Computer systems that can perform tasks that normally would require human intelligence.

Artificial Intelligence-trained video interviewing technology analyzes facial features, moods, expressions, and intonations of the interviewees to select the most suitable candidates. Speech recognition, personality insights, tone analysis, the relevance of answers, emotional recognition, and psycholinguistics are used in this hiring process that uses technology automation. The best matches are shared with human recruiters along with AI’s own notes on individual candidates.

Chatbot:

An artificial intelligence feature that is short for “chatterbot.” A chatbot is a software or program that simulates human conversations through voice commands and text chats.

Chatbots are used for answering initial questions applicants have and to conduct preliminary “screening” interviews. Immediate feedback may be provided to the candidates.

Natural language processing (NLP):

The interaction between humans and computers using natural language. AI’s machine learning skills derive meaning and understanding from language as it is spoken by humans.

The most common uses of NLP in the market today include chatbots, personal assistants (such as Siri and Alexa), predictive text, and language translation. 

What AI tools are available to employers? There are at least four categories of tools:

Video Conferencing Tools

Employers often use video conferencing tools including Zoom, Microsoft Teams, and Google Meet to conduct remote AI job interviews.

AI Powered Interview Platforms

Specialized platforms like HireVue, Pymetrics, and Mya Systems use AI technology to conduct interviews. These platforms employ natural language processing (NLP) and machine learning algorithms to analyze candidates' responses, assess their skills, and provide insights to employers.

Online Assessment Platforms

Online assessment platforms like TalentScored, eSkill, or CodinGame offer AI-related assessment tests and coding challenges specifically designed for evaluating candidates' AI knowledge, problem-solving abilities, and programming skills.

Coding Platforms

For technical positions, employers may use coding platforms such as HackerRank, Codility, or LeetCode. These platforms allow candidates to write and execute code, solve coding problems, and assess their programming skills.

How should you prepare for an AI interview?

This from Talview.com’s website: “Candidates should prepare for an AI video interview the same way they would for a face-to-face interview. They must know everything there is to know about the company beforehand; look up the company website, Google news, press releases, and understand what the company and the industry are all about.

“Candidates can also make a list of questions that they would like to ask their prospective employer. Practice makes perfect when it comes to an AI video interview. Candidates can make a list of expected questions and practice their answers. Once the video interview begins, candidates will not be able to stop, erase, or edit the interview and must, therefore, be prepared well in advance.

“On the day of the interview, candidates must dress professionally. Position themselves in a straight-back chair and make sure the camera angle focuses waist up.

“Although an AI video interview is recorded, it is for all purposes conducted just as a face-to-face interview would. So, candidates should sell their candidacy based on the company’s needs and let the employer know how they will meaningfully contribute to their organization.

“Finally, candidates are asked to keep calm and exude confidence through their body language.”

The bottom line is this: There’s nothing new that an AI interview does – it asks the same questions as a human interviewer would. But the deep analysis that goes into the assessment of an interview is beyond human undertaking. The speed, accuracy, and convenience of AI recruitment and AI video interviewing are very valuable. It’s impossible that AI interviews will go off the grid – if anything, we will see an increase in its use.

DIY vs DFY

I’m going to combine the DIY and the DFY for this episode. If you want to improve your interview skills on your own, I recommend Yoodli – a free site that allows you to respond to the system’s questions or input your own. Yoodli will help you with things like eye contact, use of filler words, and other vocal disrupters.

If you would like human help with your interview preparation, my interview coaching program includes working with Yoodli + 2, 1-hour coaching sessions. In addition to Yoodli’s help, you’ll work with me to develop strategies to approach difficult and behavioral interview questions, such as “What is your greatest weakness?” “Tell me about yourself.” “Tell me about a time when…”