What's the difference between an AI interview and a traditional video interview? Anyone out there doing this?

? Hello subject, here are the differences between AI interview and traditional video interview that I know, I hope it will help you.

?1, process standardization, intelligence

In the previous video interview session, the interviewer needs to repeat the arrangement of multiple rounds of interviews according to the time of the interviewing parties, encountered cool or late, etc., exacerbated the difficulty of interview management. Interviewers also need to familiarize themselves with the content and flow of the interviews, and conduct rehearsals beforehand to give candidates a professional and standardized impression.

In the AI Recruiter operating system, enterprise users can send AI video interview invitations to candidates based on AI-screened resumes, inviting candidates to complete AI video interviews + online written tests at a specified time period via SMS and email, eliminating the need for repeated rounds of interviews and phone calls, optimizing the interview process, and efficiently scheduling the interviews. The AI algorithm will generate a multimodal holographic interview report for each candidate who completes the AI video interview, which is delivered to the interviewer for easy viewing.

2. Interview specialization and comprehensiveness

Through the video interview, the interviewer can see the changes in facial expressions when the candidate answers the questions, and the general interview response. However, there is no way to know the authenticity and accuracy of the interview, which will result in the loss of some potential talents.

AI interviews can show the interviewer both the hard and soft power of the candidate. In addition to the core AI video interview system, there are other rich optional components: cognitive ability test, professional personality test, professional ability test, simulation programming test, etc. AI DEXIAN recruiter's AI technology, with high confidence and validity, has high technical barriers in the industry, to ensure that the enterprise users to provide scientific and objective decision-making.

The AI multimodal algorithm of AIdexion Recruiter can score the candidates' interview videos on their answer content, expression, voice, face value, etc. A multimodal holographic interview report is also available. A multimodal holographic interview report, which includes the content and performance of the resume, interview video and other dimensions of the assessment, can show you the potential qualities that cannot be shown on the candidate's resume, identify high-quality talent, and ensure that people and jobs are matched.

3, AI technology landing in the actual recruitment application scenarios, for enterprises to reduce costs and increase efficiency

At present, AI Tak Yin Recruiter has landed in more than 10 industries, such as school recruiting, online education, health care, insurance, banking, fast moving consumer goods, etc. The AI video interviewing system supports the docking of the enterprise recruiting system, and promotes the digitalization of the recruitment process. The main solution to the problem is focused on the pre-recruitment and mid-selection stage, to help HR find the most suitable candidates, which can save 80% of the human labor in the traditional recruitment process and enhance the value of the organization's recruitment work.