AI can create better job interview questions


If Gen Z thinks they can network effectively without ever meeting in person, and people are comfortable using bots to inform their professional development, maybe it’s finally time for hiring managers to let the AI ​​take over when it comes to asking interview questions. Particularly to questions that respondents have consistently given inauthentic answers to, like the dreaded, “What is your greatest weakness?” »

That’s what modern rental, a platform for video interviews and pre-employment assessments, is betting on the launch of Automated Interview Creator (AIC). Mike Hudy, PhD, chief scientific officer of Modern Hire, said fast business that the tool was developed by a team of industrial-professional (IO) psychologists who came together to create a library of questions designed to narrow down what a candidate needs to be successful in the job.

At first glance, the questions generated by the tool are not that different from those of a standard behavioral interview. For example:

  • Describe a difficult decision you had to make at work. What did you think? How have you progressed? What was the result?
  • Describe a situation where you had a lot to accomplish in a short time. How did you make sure everything was done?
  • Give an example of a complex problem you had to solve in the past six months. How did you approach it? What was difficult? What was the solution?

The difference, according to Hudy, is that AIC is meant to work in tandem with Modern Hire’s Automated Interview Scoring (AIS). This is an on-demand video interview feature where the candidate answers the questions and the AI ​​evaluates and scores their answers.

This feature was also developed by the company’s team of psychologists who, Hudy pointed out, are trained to be unbiased and to score science-based answers. Their scoring system is complemented by natural language processing. The result is that the AIS is able to assess candidate responses accurately and without bias. Hudy noted that only transcripts of responses are uploaded to the tool so that people’s identifying characteristics are not visible.

AIC has just come out of a six-month beta test with eight companies. Hudy says it’s an add-on to a maintenance technology subscription and is priced based on the number of employees. He admitted that the timing couldn’t be better, as many companies are struggling to fill large numbers of vacancies and human interviewers cannot track the large-scale process with speed. For certain types of roles, he says, the time-to-hire has been reduced from weeks to days.

But he argues that the tool is designed to achieve the core skills and behaviors needed to perform well in a specific role. This “allows for higher quality hiring decisions that are critical for organizations looking to gain an edge,” he says.


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