Are traditional companies moving away from inefficient recruitment practices?
Here are two main trends appearing:
🔵 Use of AI
Apparently, companies increasingly use AI for initial screenings and to assist in decision-making processes during interviews. The AI is not just used for screening but for conducting interviews – all driven by the need for efficiency (lower costs) and the ability to handle large volumes of applications more precisely.
However, what I see "on the field" is that startups and smaller companies bring GenAI tooling into interviews, while larger companies are not changing their processes much – they are even trying to ban using these tools for interviews.
So, it seems that the adoption of AI differs by industry and is particularly pronounced in the tech, finance, and customer service sectors, which have high volumes of applications.
We need to remember that, while the integration of AI in job interviewing promises efficiency, objectivity, and candidate experience enhancement, it also brings challenges related to privacy, bias, and the human touch in recruitment.
🔵 Improvement of candidate experience
We hear about "giving feedback" daily… Recruiters are trying to improve this by using tools that provide instant feedback, schedule interviews based on candidate availability, and personalise the interview process.
This personalisation will hopefully lead to a more engaging and less stressful hiring experience for applicants.
For example, Apriora created an AI interviewer called Alex, which conducts live video interviews, provides immediate feedback and handles scheduling.
This initial screening video interview usually includes questions such as, "Why do you want to join us?" or "Explain how you are qualified for this job."
I'm all for implementing new tech, but it's risky to do so before we have created clear guidelines and policies. Obtaining videos or video recording job interviews exposes organisations to significant data privacy and security risks - many data privacy and security laws are tied to the location or residence of the data subject (e.g., the job candidate), not the location of the data controller (e.g., the organisation conducting the hiring process).
If you are an employer, it would be wise to have this in mind when redefining and modernising your hiring and interviewing processes.
If you are an applicant, always check the company's privacy policy before making any online video recordings or submitting your personal information.
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