Interviews are all about weighing someone’s personality and determining if they’d be a good fit to the office team and culture. Can AI understand chemistry? Can a candidate shine when speaking to a machine?

Nice post, Gabriel - looking forward to the follow-up.

Linda: I think “chemistry” is not always the dominant consideration when assessing candidates. Certainly it plays a role, but it’s a factor that increases in importance as the required skill level of the position goes down. Far more important to be able to efficiently evaluate complex talents and skill sets. Also, consider that an effective DSS (such as the kind of AI system Gabriel is referring to) may well be able to incorporate qualitative criteria.

@T.U. Rin - thank you for your comment!

@Linda - as mentioned in the blog post, i think that AI should be used for certain types of jobs (e.g.: clerk) and in the first phase of the recruiting process, when candidates do not need to shine to get the interview.

Interesting idea, but for me it stops there. An inexperienced interviewer may well step through a series of one way, standard questions, and this idea could provide that service.

My company trains recruiting managers in selection techniques, and if interviewing is part of that, we continually re=inforce the need to conduct follow up questions and drill down into suspect answers. This is an iterative process, which I find difficult to see how AI could do it.

I would also agree that chemistry between the recruiting manager and interviewee is a real factor, although likely at this stage to be influenced by behaviour in the interview (not necesarily personality). This why selection should be a multiple process to get as close as posible to candidate’s knowledge, skills, attitudes.

Sorry to go on about this, but interviews are a 2 way process, and in candidate driven markets there is a selling process to the candidate. How can this mechanised approach encourage a sujitable candidate to go on to the next stage in the process?

@Henry Noteman - thank you for your comment! I agree that it should stop here - for now. And it should be used mostly for mass recruiting.

I suspect there’s another point that should be raised.

More and more organizations look at candidates personal behavioral traitss and their under the water line displayed behavioral competencies, both operational and leadership, before they even start to check details of GPA, actual areas of specific knowledge and specific skills.

If the questions in ‘the machine’ can be progammed to look deeply at such behavioral areas then I’d be interested to see more.

This would be an excellent way for quality candidates to eliminate some companies for consideration. In the technology field it is bad enough that you have non-technical HR staff examining a resume for keywords they don’t understand, now we have an interviewer who can’t possibly know the human element of career aspiration.

If you run a soul-less company and want employees who contribute that corporate character this sounds like an excellent idea.

AI is a brilliant idea. I have high hopes that someday it will totally work to reduce psychological error that is most eminent in organizations. Especially in developing countries were nepotism, bribery and others factors are ripe in many organizations.as i always belief human beings are naturally subjected to psychological error.