With so much talk about AI-based video interviews in recruitment, it’s no wonder you might feel confused. We’re here to clear up some of the myths and set the record straight on what you need to know about AI-based video interviews.
The use of AI in video interviewing has been increasing in recent years. This is because employers feel that it is a more accurate way to assess candidates. The software uses specially designed algorithms to analyze candidates’ facial expressions, body language, and speech patterns. The responses are collected along with these outputs and then scores and ranks each candidate.
Employers also have the option to have their interviews reviewed by a human being. This person will look for things that the algorithm may have missed, such as whether the candidate was nervous or not truthful.
In this article, we’ll take a closer look at what AI-based video interviews are, how they work, and dispel some of the myths that are out there. We’ll also give you some tips on how to prepare for one. When you’re finished reading, you’ll understand what to expect and how to make the most of this new technology.
Features of AI-based video interviews
While there are many benefits to using AI-based video interviews, there are also some features that you should know before using this type of technology in your hiring process. AI-based video interviews are more than a computer asking questions and then analyzing answers to determine if the applicant is a good fit for the job.
First, it’s important to understand that AI-based video interviews are not live, and the candidate won’t be able to interact with the interviewer in real-time. This means that the candidate will be recorded as they answer pre-selected questions. The recruiters will then manually analyze the recorded interview or AI software.
AI-powered interview software not only analyses how candidates answer questions but also looks at their facial expressions, body language, the words they use, and tone of voice. This allows employers to get a more well-rounded view of a candidate than they would from a traditional written application.
Another feature of AI-based video interviews is that they are often unscripted. This means that the software will choose the questions based on your hiring role. This allows candidates to showcase their spontaneous problem-solving skills.
In most situations, AI-based video interviews are shorter than traditional face-to-face interviews, as it is designed to capture and analyse video interactions in less than two to three minutes.
There are also some advantages to using AI-based video interviews. For one, it automates the entire interview process, thus increasing the recruiter’s efficiency, helping prevent bias in the hiring process, can save time and money.
What are the benefits of AI-based video interviews?
AI-based video interviews offer several benefits that can help to improve the hiring process. For starters, they create a fair chance for all candidates. Human bias can often creep into the interview process, but with AI-powered video interviewing, candidates are evaluated based on their skills and qualifications.
Another benefit of AI-based video interviews is that they allow candidates to express themselves more clearly. The technology features body language, facial expressions, and voice tonality analysis, which all contribute to a more accurate portrayal of the candidate. This can be especially helpful for those who are not confident in their verbal skills or who struggle with traditional face-to-face interviews.
The AI-based video interview tool can help candidates to understand what is expected of them during the interview and provide feedback on their performance. This can be a valuable learning experience that helps candidates to improve their interviewing skills and increase their chances of success.
What are the potential drawbacks of AI-based video interviews?
When it comes to AI-based video interviews, there are a few potential drawbacks that you should know.
These interviews can be biased. If the algorithm is not properly calibrated, it may end up filtering out candidates who don’t fit a certain mold. This could harm diversity in the workforce.
Also, AI-based video interviews may not be reliable. They may not pick up on all the nuances of human interaction, which could lead to inaccurate results.
Facial recognition programs can have input bias problems. This means that the data that is input into the system can influence the results. For example, if the system is trained on images of white people, it may be more likely to identify white candidates as being qualified for a job.
Are there any privacy or legal considerations to keep in mind?
Yes, there are some privacy and legal considerations to keep in mind when it comes to AI-based video interviews. Businesses should know applicable laws when conducting virtual interviews. For example, in the state of California, employers are required to provide a two-way audio and video recording of the interview to the job applicant upon request. The Americans with Disabilities Act (ADA) prohibits employers from asking job applicants questions about their disability before extending a job offer. However, if an employer uses an AI-based video interviewing system, the ADA may not apply.
Also, the use of AI technology in the hiring process raises ethical and legal questions such as privacy. For instance, when an employer uses a computer program to analyze an applicant’s facial expressions or speech patterns, there is a risk of violating the applicant’s right to privacy.
Finally, state legislators need to enact regulations for AI-based video interviews to protect job applicants and employers. Currently, there are no federal laws regulating the use of AI-based video interviewing systems. As a result, businesses have free reign to use these systems however they see fit. This lack of regulation could lead to abuse of the technology.
What can employers do to best use AI-based video interviews?
Here are a few things employers can do to get the most out of AI-based video interviews:
Understand the limitations of AI. It’s good at analyzing data, but it’s not perfect. This means that companies need to be careful about how they’re using AI-based video interviews. They should use them as one tool in the hiring process, not the only tool.
Make sure that the AI model is trained properly. If it’s not, it could lead to biased results. Use specific language from the job posting which will help the AI model understand what qualities and skills you’re looking for in a candidate.
Assess employability properly: The AI model can analyze a video interview to assess a candidate’s employability based on several factors, including body language, facial expressions, and speech patterns. So you should use this to your advantage and ask questions that will help the AI get a comprehensive view of the candidate.
The verdict? AI-based video interviews are here to stay. They’re an efficient, accurate way to assess and evaluate candidates, and they’re only going to become more popular in the years to come with the advancements in technology. So, if you’re curious about them or worried that they’ll replace human recruiters, don’t be. AI-based video interviews are just another tool in the recruiter’s toolkit, and they’re here to help you make better, more informed decisions about whom to hire.