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Will it be easier for job seekers to find a job when they are domesticated by AI?

Under the stimulation of the epidemic, more and more enterprises are using AI interviews to screen job seekers. The advantages of AI interview are obvious-low cost, high efficiency and no contact.

However, for job seekers, how to get the favor of artificial intelligence in the interview is becoming a new skill that job seekers need to master.

01. Please curry favor with the AI interviewer. "Please give an example of how you broke through your original goals and achieved greater results in the past six months?"

Sitting in front of Tian Wei, the person who gave such an opening question was not a real HR dressed in professional clothes, but an artificial intelligence in the computer.

Tian Wei, a master's degree in journalism and communication from East China normal University, graduated in 2023. Her career plan is to work in the market.

She interviewed Unilever, her "dream manager".

According to public information, Unilever has been experimenting with AI interviews since 2016, identifying and scoring interviewees' language choices, vocabulary use, eye movements, question speed and voice volume through AI.

This is Tian Wei's first AI interview. Because she had no relevant experience before, she felt uneasy and did not know where the potential scoring point was. In order to find a quiet and uncluttered interview environment, Tian Wei specially opened a hotel room.

The company's AI interview is divided into these steps-job seekers sit down, click on the relevant link, register their mobile phone number, and then a virtual HR appears on the computer screen to play the company's promotional video.

After the broadcast, enter the formal interview, job seekers need to put the part above their shoulders in the designated dotted frame.

Next comes the official question and answer time, with only subtitles showing the questions on the screen.

The enterprise has prepared a total of 4 questions, each of which takes 10 minutes to answer. Each question will have 30-45 seconds to prepare, and job seekers can record it repeatedly and upload the most satisfactory version before the deadline.

▲ diagram | Unilever's AI interview interface Tian Wei has made a lot of preparations for this AI interview. She spent a lot of time on social platforms such as Little Red Book, Zhihu and Douban, searching for relevant customs clearance books.

All kinds of experience on the Internet are rich and explosive. Tian Wei's final summary is: appearance, posture, eyes, expression and so on may affect the final interview result, so she decided to "transform herself" in turn.

A good image and temperament is generally considered to be more popular in foreign-funded enterprises, and Tian Wei guesses that she will also examine her overall status at the end of the AI interview.

To this end, she spent a lot of money on photorejuvenation to dilute the acne on her face as much as possible, in order to achieve the best skin condition.

Secondly, Tian Wei guessed that the AI interview would also examine her appearance and temperament.

To this end, Tian Wei began to practice smiling. She thinks she is born to laugh, but it is not easy to maintain a natural and unstiff smile within 45 minutes of the interview.

The last point she found was, "you can't keep smiling, just snap your mouth and nod every now and then to send a positive message to the AI interviewer."

The third is the look in the eyes, Tian Wei believes that in the AI interview score, we should remember not to look around, erratic.

Tian Wei's training method is to stick a Pikachu sticker next to the camera and look at it when answering questions as if she were talking to her to avoid glassy eyes.

The last and most important thing is to talk and express.

To this end, Tian Wei prepared a Bible of 20,000 words for the interview. Paradoxically, many of these experiences come from P & G, Unilever's competitor. On the Internet, there are countless interview books similar to Procter & Gamble's eight questions, with a more unified answer template.

▲ figure | Screenshot of P & G's eight big questions Tian Wei learned that the result of the AI interview is likely to be scored by extracting keywords from the candidate's expression. The recitation of these key words became the goal she made great efforts to overcome.

"in order to please AI, he seems to have become a different person." Tian Wei said.

Talking about the feelings at the end of the interview, Tian Wei said: "after one speech, there was no feedback, so I went straight to the next one, which was a little awkward."

In fact, the AI interview is not just such a mechanical question and answer, sometimes it will be taken by surprise.

Zach is a graduate of digital sports economic management of Beijing University of physical Education. In late August, Zach received AI interview invitations from seven companies, including China Merchants Bank, L'Oreal, Anta, Colgate and so on.

In Colgate's AI interview, there was a Mini Game session. Zach needs to pull a small ball to the finish line by hand on the screen to make it pass by the most references.

▲ picture | Colgate AI interview email Zach is a little confused about its survey site. Although he had done a thorough study of Colgate's corporate business before that, he did not expect to have an inspection of Mini Game.

According to the information previously interviewed by the person in charge of a German AI interview research and development company, AI generally examines the following five points by analyzing the candidate's voice, language, gestures and facial expressions: openness / innovation, conscientiousness, extroversion, affinity, and emotion.

The higher the score of the first four items, the better, and the lower the score of the last item, the better.

02. AI and HR fall in love and kill each other. AI interview is nothing new to some industries. In recent years, it has been widely used in fast consumer, banking, consulting and other industries, foreign enterprises, domestic large enterprises use relatively more.

Enterprises adopt AI interview, the most intuitive advantage is that it can improve the efficiency of the interview and reduce the burden for HR.

Fang Ling is a HR who works for a fast consumer company in China. She takes her daily work as an example. The most time-consuming process is to sift through resumes, invite interviewers, and arrange interviews.

In Tian Wei's case, the AI interview is mainly used in the interview. In Fang Ling's work, AI is mainly used in the preliminary screening of resumes, also known as AI resume evaluation.

AI resume evaluation usually uses natural language processing technology for text recognition and information retrieval of job seekers' resumes, outlines the characteristics of job seekers by understanding the words and sentences in their resumes, and gives the corresponding analysis and the final matching score.

This is thought to speed up the screening efficiency. "since the company launched the AI interview, the recruitment cycle has been shortened by at least 60 per cent," Fang Ling said.

Unilever, which Tian Wei interviewed, also released such a set of data in 2020: it saved 100000 hours of interview time through the AI system and saved 1 million of recruitment costs each year.

AI interview since 2020, with the outbreak of the epidemic, the enthusiasm of enterprises to use has been further improved. In the spring of 2020, the offline double election meeting of some schools became an AI interview room, and entry-level positions such as interns and commissioners adopted AI for the first time.

At present, the application of AI interview technology is mainly concentrated in administrative, teller, customer service, factory operators and other standardized job recruitment with low threshold and high competition.

According to the recruitment needs of different types of jobs, the operating logic of AI interview technology is that the R & D staff of AI interview service providers will translate the specific information of the job description into system code to find highly suitable job seekers through technical means.

For example, sales, the system will have a set of screening model for sales, through the job seekers' answer skills, grab keywords, so as to judge the job seekers' desire for money, interpersonal skills, whether the need to create performance for the company is strong, and so on.

However, AI does not seem to be all good for HR.

As recently as mid-November, Amazon fired hundreds of HR. In the recent third quarter, Amazon suffered an operating headwind, affecting the recruitment business into a cold winter.

Others have linked it to a piece of news from Amazon last October. At that time, an internal document labeled "Amazon Confidential" was revealed, one of which was that Amazon planned to apply artificial intelligence to recruitment. It's just that Amazon's revenue growth in 2021 is eye-catching, and Amazon gives the reason that it is "understaffed."

Some analysts believe that AI interview will not replace HR, because the two are still in a complementary relationship. AI interview is mainly used in the early stage of recruitment, for the initial screening of resumes, and still depends on artificial eyesight in the later stage. But the AI interview may have a certain impact on the recruitment scale of the HR team itself.

03. Both sides of the coin-the market is hot and fairness is in doubt. AI interview is mentioned. Founded in HireVue, Utah in 2004, it is considered to be one of the pioneers of online recruitment.

HireVue's business was formerly a video interview service for employers. In 2014, HireVue launched the AI interview service. The company's website shows that it has served 800 companies in the United States so far.

In addition to the AI interview service, HireVue's business line also includes pre-service testing, game evaluation, programming testing, etc., the price is customized according to the functional modules and needs of customers, there are two ways: annual subscription system and charge by usage.

In 2020, HireVue reported revenue of about $65 million.

▲ Picture | screenshot of HireVue official website in China, the companies that developed AI interview technology also have some representatives, such as Difu Technology, Echeng Technology, Magic Mirror (hunting its AI interview products), Jinyu Intelligence and so on.

In addition, some human resources companies are also participating in this market. Recruitment service startups launched the latest version of "remote screening" products in November to help companies recruit talents.

Zhaopin launched "AI facelift" in 2020. It combines artificial intelligence technology with simulation of real interview scene, and combines video, voice, semantics and so on to analyze the talent portraits of candidates.

At present, the profit model of domestic AI interview manufacturers is mostly charged by minutes, the number of interviews and package subscriptions, as well as additional value-added services such as image customization and customized deployment of interviewers.

The industry is hot, but among users, there have always been doubts about the fairness of AI interviews.

In 2014, Amazon developed the AI resume screening tool, with training data samples from resumes received by Amazon over the past decade, but the AI tool is gender biased, prefers to recruit men in technical jobs such as software development, and downgrades all resumes with the word "female". In 2017, Amazon disbanded the R & D team.

In 2022, Amazon incorporated AI into hiring. Amazon claims that in its initial tests, the new machine learning model succeeded in preventing racial discrimination and gender bias.

This is just one of a series of questions raised by the AI interview.

Others worry that AI interviews will favor people who are good at video interviews and may rule out those who do well in real work.

Fang Ling, a consumer company mentioned above, said frankly that the AI interview will affect the performance of some candidates, and reducing the mechanical sense in the AI interview system is an inevitable problem.

The so-called mechanical sense means that there is no immediate interaction during the interview process, and job seekers can't see the interviewer's feedback like a real person. Some people think that the mechanized question-and-answer form of AI interview is more like a promotion than an interview.

Fang Ling revealed that her company is trying to make up for this problem and will try to create a real person image and use speech synthesis technology to create a real person-like interview experience. At the same time, it will also cooperate with the R & D department to more carefully and accurately depict the image expression and personality characteristics of the ideal candidate, improve the matching degree in the form of code, and achieve as high matching efficiency as possible in the preliminary screening stage.

In addition, another problem that has been criticized by job seekers is that the criteria are not clear. Some people say that if they relax a little bit, it will affect the final interview result.

In order to solve this problem, the industry also shows a trend to further optimize the emotional computing model of the AI interview system.

Fang Ling said that only when the number of samples collected is enough, the data analysis will be accurate enough and the evaluation results will be more convincing. "although it is an AI interview at present, in most domestic companies, after job seekers submit recorded videos, there will still be live interviewers to conduct collaborative screening."

Tian Wei finally lost in Unilever's AI screening. She doesn't know why, but it's a thing of the past.

After Unilever, Tian Wei has gone through nearly 30 AI interviews, and the latest news is that she has won two offer.

This article comes from the official account of Wechat: true stories Research Room (ID:zhengulab), author: Wang Jiankun, Editor: gong Zheng

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