How does HR distinguish between true and false AI video interviews?

In 2020, affected by the epidemic, more and more enterprises saw the slogan of AI video interview and began to develop AI video interview system. However, in the face of a large number of AI video interview products on the market, how to choose the real AI video interview products has become the most headache for HR.

In order to solve this problem, I investigated all the products on the market that claim to have AI video interviews and came to some conclusions, hoping to help you:

What is an AI video interview?

AI video interview is to automatically score the answers, expressions and voice features of candidates through AI. HR can evaluate all the candidates at the same time, and quickly select the most suitable candidate for the enterprise, so that the follow-up HR interviewer only needs to choose the candidate he likes, without worrying about the risk of finding the wrong person and bringing losses to the company.

How to tell what is a real "AI video interview"

Comparing the common application scenarios of centralized AI interview in the market, it is found that the gold content of AI technology is different under different products, and the direction of solving problems is also inconsistent. Here we can be divided into four types:

The first kind of AI video interview is actually a traditional video interview.

In some traditional ATS suppliers, we found that in order to keep up with the trend, they also said that their systems have AI video interview function, but after giving them a detailed demonstration, we found that their video interview function only stayed in the form of remote real-time video interview like WeChat and QQ, without any AI elements. This interview form can only solve the problem of remote interview and provide convenience, but it does not have the ability of AI or digital talent evaluation and analysis.

The second kind of AI video interview is a single-mode AI video interview.

This kind of interview can help enterprise HR to keep the interview video of the candidate and score the expression, voice and face value of the candidate separately. Although graphic analysis, expression, behavior and other data analysis can be carried out, due to the lack of semantic analysis at the most critical chapter level, this form can only improve part of the screening efficiency for enterprise HR and save the time for offline interview arrangement.

The third kind of AI video interview is AI video robot.

This interview form can collect enough data and provide multi-dimensional data such as job competency model, psychology, soft skills, facial expressions, language, etc., making its evaluation dimension more comprehensive and providing more comprehensive results. On this basis, the report results of AI video interview can replace the role of talent resume.

How to identify:

1, "quantity"!

1. It is required to demonstrate successful cases, and those without successful cases may all be experiments, which is risky.

2. It is required to try all video interview products to identify the authenticity of the products.

The key step is to invite 500 candidates for AI interview at the same time. If the Al interview analysis report can be presented in a short time in the management background, the Al technology has high gold content; If Al's interview report lags behind and takes a long time to come out, the authenticity of Al needs to be questioned, which may be artificially marked in the background.

2, fake AI "fig leaf"!

1. If all 500 candidates have produced al interview reports, but the candidates' answers fail to meet the competency standards, they still get high marks, which may come from resume analysis and there is no technical model of Al video interview.

2. Pack the al interview (video or text questions) with the traditional psychological test questions, so that you can really see an al interview analysis report immediately, but this report may have nothing to do with Al. Of course, if the accuracy of traditional assessment questions is excellent, it is not so important to have al.

I met a great supplier here. Every time you answer the corresponding content at will, you will always get high marks when you check the supplier's report. The reason is that the resume I uploaded matches the requirements of this position very well, so I got a high score. God, this is totally against the current situation in China. Isn't the biggest problem HR faces now how to select high-quality candidates from a large number of resumes?