Finally, you are invited to a job interview. You expect a staff member from human resources, but instead you sit opposite a robot. During the 30-minute interview, robots like “Matilda” or “Sophia” ask the candidate dozens of questions about motivation, career goals, or strengths and weaknesses. Cameras not only record the spoken word, but also the candidate’s facial expressions and gestures. The robot recognizes emotions in the candidate’s face and can react spontaneously. The combination of the generated responses and emotions results in a personality profile that is compared with existing data of successful employees and assigned to a category “suitable for the job” or “unsuitable for the job.”
AI in Recruiting
This scenario is not fiction, but reality nowadays. The U.S. American company “HireVue” and others advertise and sell their sophisticated video interview software towards large companies. While the applicant is interviewed comfortably from within his or her own four walls, up to 20,000 pieces of data can be collected from this interview and analyzed in record time, using algorithms to find the right employee.
And larger companies already use artificial intelligence in their global HR recruitment process. In Switzerland, companies like Credit Suisse utilize software to review applications and categorize applicants according to their suitability or unsuitability for the advertised position.