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Job interview: when the selector is a robot

convince a robot that we are the candidate perfect for a worked It is a challenge that we have to start getting used to. According to Josep Curto, professor of the Computer Science, Multimedia and Telecommunications Studies at the UOCthe use of artificial intelligence (AI) is becoming widespread in all areas that can be digitized and dataified within a business. For years, large companies such as telepizza, The real, Vodafone either McDonald’s they began to use this tool to refine the selection of personnel.

As Josep Curto explains, the usefulness of this technology stems from the fact that it can be applied throughout the selection cycle. That is, it allows you to contact the candidates; filter resumes; conduct pre-interviews via video and prepare final reports.

“Initially, the selection processes are expected to be faster, due to the fact that automate tasks review; that they are also fairer, since they compare all candidates in the same way and reduce the human biases; that reduce cultural mismatches between the organization and new employees, and that detect behavior patterns that lead to future problems, either from performanceabandonment or collaborative work», says the UOC professor.

Functioning

But how do these machine learning-based tools work in a video job interview?

Experts say that taking into account What do we say, how do we say it Y how is our body response. To begin with, the algorithm analyzes the predefined questions and identifies key aspects of the answers. In other words, it transforms the audio into text, analyzes it, classifies it, extracts the content and assigns a rating.

Also, scan the facial gesturess for identify emotions and reactions, and some questions are linked to assessing the candidate’s personality. Finally, as other competencies have to be assessed, the selection process can be combined with other mechanisms, which may include gamification, tests or exercises. This makes it possible to evaluate these competencies and associate them with the results of the interview.

The result of applying for a job in a company that uses artificial intelligence to find candidates is that, in order to be selected, we will have to take into account that we are not facing the old job interviews, in which we were evaluated face to face. face by a person through a more or less open talk.

How to pass the interview

If today we want to pass an interview in a selection process with AI, there are a series of recommendations who can help us. Professor Josep Curto highlights the following:

  • Around: it’s a good idea to have one good camera and of the correct lighting. We should also pay attention to having a proper framingso that we position ourselves correctly in front of the camera.
  • Preparation: As the UOC professor explains, some interviews include a test to prepare them. It is recommended to use it and waste the time that is needed at this point before conducting the interview.
  • Content and form: It is recommended to control the diction and the content of the answers. Curto warns that these systems are generic and make mistakes if the words are not pronounced correctly. In addition, the use of negative words affects the interview process.
  • Control of emotions: everything and that it is normal that when we face these processes we are in a certain tension, the ideal is to be able to control emotions so as not to associate negative perceptions with the system.

However, despite following these tips to the letter, it is possible that we will not get the job, even if we are the ideal candidates, this is so since these systems are not infallible. One of the problems that they can cause is that perhaps we didn’t even get to the interview: how do you think restrictions in the selection process By describing the job, it is possible to screen out potential employees who do not fit the norm. Another reality is that, as they are trained with data, the systems can have biases, “which is why we must assess whether these selection processes are really free of discrimination,” says the UOC professor.

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