If you are tech-challenged as some Baby Boomers are, you will likely struggle with these new advancements in the interviewing process. Interviewing and hiring have changed overnight. Employers are now ramping up and using more AI or artificial intelligence than ever before. The pandemic produced a significant challenge for employers. They could no longer conduct face-to-face job interviews and found an increase in applicants’ volume applying for available jobs. Some companies – small, medium, large, and Fortune 500 – started using new AI technology.
“The adoption rate of adding AI to hiring process particularly interviews, has increased dramatically,” says Mike Hudy, Ph.D. and Chief Science Officer at hiring technology provider Modern Hire. Hudy is an industry expert with 20+ years of experience in AI-enabled hiring, experiment design, pre-hire assessments, and talent analytics. “The key factor employers are trying to overcome is inherent in the biases interviewers bring to the hiring process. AI works to remove the biases and allow for an improved and fair evaluation of candidates,” noted Hudy.
As I help clients now prepare for interviews, I advise them about the new technology that has recently come into the process. These AI changes include:
- Interview scheduling
- Text interviewing
- Phone interview screening
- Pre-employment testing and assessment
- Video interviewing – on-demand or live
“If you have not experienced these changes yet, you will and soon,” Hudy says, “There is no going back now. Once Companies see the benefits, they keep expanding the AI options. The other influencing factor is the current abundance of job candidates. With so many applying, a company either hires more recruiters or adds in AI assistance. This is what you should expect.
A significant time-waster for recruiters is scheduling interviews and going back and forth between internal managers and candidates. Technology can offer candidates a self-scheduling option, or Modern Hire’s AI-driven recruiting assistant can reach out to candidates and the hiring team to find the ideal interview time. Automated scheduling saves recruiter hours each day and can be used to schedule all types of interviews – video, phone and in-person, and other hiring events. You can advance candidates automatically with invites-to-schedule triggered by an interview completion or receipt of hiring manager feedback. You can also use the completion of an assessment as a trigger to advance candidates to the next stage of your hiring workflow. Modern Hire’s platform integrates all major calendars, emails, ATS, and CRM systems, eliminating the need to work with multiple applications.
Text messaging from recruiters is here to stay. Why? Modern Hire’s research says that 98% of text messages are read within 4-6 minutes, 64% prefer a text message after applying for a job vs. email or phone call, and 90% of people who search for jobs use their mobile devices. In practice, the recruiter sends a text with questions that the job hunter must answer. Each candidate answers the same questions, which speeds along the evaluation process. The recruiter also uses texts to maintain contact during their hiring process, sending self-scheduling invitations and interview reminders.
On-Demand Phone Interviewing
The recruiter creates a recorded message with phone questions that allow the candidate to answer at their convenience. Expect to be asked hard, in-depth questions, plus knockout inquiries. This AI phone call may also explain specific details about the job, hours, and/or requirements. Only by passing this round do you move on so carefully think through your answers. Write them out and then record your responses.
Pre-employment testing and assessment
This tool helps the employer prioritize and define the best -fit candidates. You receive an assessment that puts you into real-work scenarios. Think of it as a virtual job tryout. These will be helpful for you to understand the demands of the job better. They will also be demanding as you must perform work tasks in the simulation to demonstrate your skills and abilities. You will face realistic scenarios you are likely to encounter on the job. The goal is to give the hiring manager a strong example of your past performance and skill level. The AI is providing you an opportunity to perform activities that mimic the job role. This assessment then measures the attributes necessary for success. The key here is to understand that the employer is seeking someone who can learn the job quickly and be more productive than other candidates.
This isn’t just live online interviewing. This technology allows for on-demand video interview options so employers can get to know you and share your video interview amongst the hiring team at their convenience. A candidate completes an online interview on their own time, where they are most comfortable, whenever it fits into their schedule. Most job candidates will feel pretty uncomfortable because there is no human listening as you do this. You cannot ask questions, and you have to build a rapport talking to a video camera. Best to practice first before you try to record your answers. It’s important to share work stories of how you solved problems and added to your company’s bottom line’s productivity. Follow these additional tips to improve your performance by reading the Forbes article 7 Tips On How To Succeed In An Online Job Interview
Does the computer decide who gets hired?
Modern Hire says that their AI technology can evaluate your interview answers and behavioral indicators to improve decision-making, offering a crucial benefit for the employer. Have I heard from interviewing clients or HR managers saying that the employer just went with an AI choice? Not yet. I suspect, though, they certainly pay close attention to the selected individual that the AI recommends.
Original post: https://www.forbes.com/sites/robinryan/2020/11/10/employers-add-more-ai-to-the-interview-process-how-to-handle-it/