Through the use of artificial intelligence applications, applicants can analyze job requirements, formulate appropriate answers, and train themselves to deal with potential questions. However, these uses raise questions about ethics and transparency in the hiring process.
While on the other hand, companies are facing new challenges in managing recruitment processes. As it allows artificial intelligence For employers to analyze vast amounts of data faster and more efficiently, helping them identify the most suitable candidates.
However, using this technology requires developing clear criteria for defining fraud and ensuring that interviews are fair and objective. Hence, it has become essential for both applicants and employers to interact in more innovative ways to achieve the best results in a world full of continuous technological transformations.
Cheating in job interviews
In this context, a Business Insider report indicates increasing cases of job seekers using artificial intelligence to “cheat” in interviews, highlighting flaws in the recruitment process. Modern technology has made it easier for applicants to deceive interviewers, which calls for establishing clear rules and criteria for evaluating unethical behavior.
The scenario typically begins with a question from the interviewer, while the job applicant reads an AI-generated answer from the side of the screen. In a world where many interviews do not require physical presence, there are many ways to fool managers during the process.
Many executives point out that improving the hiring process requires deeper discussions about the concept of cheating tools. There needs to be more clarification from employers about how the process works so that applicants are less likely to use dishonest methods.
Opinions vary on what constitutes cheating. While it’s easy to agree that taking answers from someone else during an interview is cheating, it gets complicated when it comes to a quick internet search or using artificial intelligence software to analyze the job description and ask potential questions.
According to the report, for companies to improve their performance, they need to establish a clear definition of what “cheating” means and their expectations from applicants. Employers can encourage applicants to express their real experiences rather than rely on artificial intelligence tools.
New techniques for verifying information
Founded by Keerthiga Reddy, Virtualness uses blockchain technology to verify worker credentials, enabling employers to reduce the risks associated with hiring people who don’t have declared skills. This technology shows how applicants’ qualifications can be effectively verified.
In this context, Kanny seeks to improve employers’ understanding of applicants’ personalities through reviews of their former and current colleagues, which helps them avoid hiring unsuitable individuals.
Employers’ use of artificial intelligence
On the other hand, a report by the British newspaper “The Guardian” indicated the increasing use of artificial intelligence in the recruitment process, which affects both companies and job applicants. It has become common for interviews to be conducted by artificial intelligence systems, raising concerns among applicants who feel that the human aspect is lost in the process. Reports suggest that around 40% of companies will use AI to communicate with candidates, meaning many applicants may encounter chatbot-like systems rather than human interviewers.
Some applicants complain that the interview experience was uncomfortable and seemed mechanical, as questions were asked in a row without the opportunity to fully answer. This shift reflects how AI is being used to streamline the hiring process, serving as a tool for initial screening of candidates and easing the workload of recruiters.
On the other hand, applicants are starting to use AI tools to improve their chances of getting jobs, such as writing resumes and cover letters. However, some experts consider that the use of AI in recruiting may lead to reinforcing biases, as systems can incorporate historical behavioral patterns that may negatively impact candidates of color or men.
Furthermore, the analysis shows that applicants for lower-level positions will be most affected by the use of AI in recruiting, as these systems are relied upon more in the initial filtering of candidates. Which means that this development may particularly affect marginalized groups in the labor market, according to the newspaper’s report.
Opportunities and challenges
For his part, the academic advisor at San Jose State University in California, Ahmed Banafa, said in exclusive statements to “Iqtisad Sky News Arabia” website: Artificial intelligence is changing the rules of the game in many fields, including the field of employment. It provides many opportunities to improve the recruitment process through speed and accuracy in data analysis. But it comes with challenges related to biases and privacy.
It identifies the benefits of available opportunities, as follows:
- Despite the benefits of AI However, the human element cannot be dispensed with in the recruitment process. Smart tools can filter and evaluate candidates, but soft skills and creative abilities need human evaluation to understand the nuances.
- Handling candidates’ personal data requires ensuring the protection of their privacy and the security of their data. Any violation may affect the confidence of candidates and companies.
- AI algorithms may suffer from unintended biases if they are trained on imbalanced data, leading to unfair results. Addressing this challenge requires constant auditing to ensure the integrity of decisions.
- Cost and investment: Applying AI in recruitment processes requires significant investments in infrastructure and technology, which may be a burden on some companies.
- Artificial intelligence still has difficulty accurately understanding and interpreting emotional and non-verbal signals, which may lead to an inability to fully assess personality traits.
Banafa explained that artificial intelligence represents a powerful tool that can help companies improve recruitment processes and make better and fairer decisions. However, its use must complement the human element to ensure that recruitment is personalized and addresses challenges related to biases and privacy. By applying AI in a balanced and responsible manner, better results can be achieved and the overall recruitment experience improved
Improve job interviews
In turn, technology expert, Mohammed Al-Harithi, said in special statements to “Iqtisad Sky News Arabia” website that artificial intelligence can contribute to improving job interviews, as it can analyze the candidate’s behavior using computer vision technology.
It can also provide basic data and capabilities related to answer models and choosing the best ones. In addition, it can analyze the audio pattern and answers and match them with the best ones.
He added: The smart model evaluates answers based on the body language and general behavior of the candidate, allowing this data to be converted into accurate assessments. In this way, candidates can be filtered and evaluated more effectively and a shortlist of people best suited to business needs can be created.