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"can you give a brief self-introduction?" the timer on the screen flashes, and the ai ​​interviewer's expression is serious, asking the job seeker word by word. entering the autumn recruitment season, many job seekers are being tested by ai interviewers. the "2023 china online recruitment market development research report" shows that ai video interviews account for 31.8% of application scenarios.

the so-called ai interview, in simple terms, is a conversation between a job seeker and an ai robot, and the content of the former's answers, voice intonation, facial expressions, body language, etc. will be analyzed by ai algorithms. the reason why employers introduce this technology is easy to understand. first, ai can replace many repetitive tasks in the initial screening stage, improve efficiency and save costs. second, ai has established multiple indicators that can "quantitatively" evaluate applicants from multiple aspects such as professional ability, skills and experience, individual characteristics, and development potential.

employers are scrambling to introduce ai interviewers, but judging from the feedback, many job seekers do not feel good about it. some even complain that "i would rather have 20 offline interviews than one ai interview." why do bad reviews come from? the first point is the cold atmosphere of ai interviews. at present, most ai interviewers have dull expressions, mechanical movements, and serious questions. this basin of cold water immediately extinguished the enthusiasm of many job seekers, and then gave rise to resistance. more importantly, because the questions asked by ai interviewers and the evaluation indicators are set in advance, it is impossible to provide timely feedback on the answers of job seekers, and it is difficult to conduct comprehensive assessments based on individual differences. "awkward and boring" and "people go around in circles to please machines" are the common feelings of many people after participating in ai interviews.

employees and companies have always been mutually beneficial. the reason why interviews are arranged during recruitment is to understand the content that cannot be contained in the standard answers to the written test through face-to-face communication between the two parties. this may be a matching spiritual temperament, a similar growth potential, a mutually recognized value concept, and so on. as a psychologist said, an interview is about creating a connection, and sincere candidates will develop a real emotional connection with the interviewer. this subtle emotion is obviously incomprehensible to cold ai, and employers may miss out on future capable people because of this.

from face-to-face interviews on site to online interviews between people and ai, technological progress is indeed fashionable, but in many links, employers may wish to be more "conservative". since it is recruiting, even if ai is used for interviews, some more "human" optimization is needed to make the questions and answers more diverse from "one size fits all", or to add necessary manual supervision and review for calibration. respecting talents will attract talents, and a company that loves talents should have such rationality.

in the future, the application of ai technology in the workplace will be further deepened, and the trend of digitalization of recruitment processes will become more and more obvious, but digitalization does not mean "de-humanization". avoiding artificial machine servitude and always retaining the warmth of people, good companies and good employees can meet, know each other, and grow together.

source beijing daily client | intern gao cenchao

editor cui wenjia

process editor: ma xiaoshuang