What Companies are Looking for in Students: AI in the Video Interview Process

Photo by Daniel McCullough on Unsplash

The tips below are adapted from a presentation on 5/28/20 hosted by Quinncia, an AI-based career preparation platform.

Introduction

  • Outcomes are important and only 39% of graduates have a job at graduation

What is ATS (Applicant Tracking System)?

  • Database for recruiters & hiring managers
  • Job posting and application submission
  • Resume parsing, screening, and video interviewing
  • Integration with background check providers
  • Send off letters and predict employee performance

Why employers use ATS?

  • Microsoft and Google receive 50,000 – 70,000 resumes per week
  • Every corporate job posting receives an average of 250 applicants
  • The overarching goal is to streamline the hiring process

How does ATS impact applicants and students?

  • 2500% increase in virtual interviewing in the last 4 months
  • Applicants spend a little over 76 seconds determining if a job position is a “good fit” or not
  • About 60% of employees admit that ATS causes them to miss qualified candidates
  • Employers are looking for more ways than just a resume to evaluate candidates before spending time and money to interview them
  • Free AI Interview assessments for all employers using LinkedIn ATS

How is AI-video interviewing becoming a part of ATS?

  • Historically, the ATS system would reject 95% of applicants based on their resume
  • Hiring managers had to rely on internal or external recruiters to find the job fit, which was not successful
  • Historically, in video interviews, the hiring manager would have to watch all the interviews after the applicants had recorded themselves. This was inefficient and wasteful of time.  Hiring managers preferred to conduct interviews themselves.
  • Over 60% of entry-level candidates still get hired through a job board

How do AI-video interviews work?

  • Two Steps:
    • Set-up
    • Evaluation
      • Audio
      • Video
      • Content

How does AI evaluate applicants?

  • 3 main providers: (Depend on the same data points)
    • Yobs-Big 5 personality traits (Openness, Extraversion, Neuroticism)
      • Evaluation – no flags but given a personality type (think MBTI and who is similar)
    • TalView: Data points (Sells to Workday, Echos)
      • Evaluation – Ranks applicants from 1 – 250+)
    • Hirvue: Data points (Sells to Employers)
      • Evaluation – Show a person page match and gets 30 – 75% match
    • Setting up a video interview for a position:
      • Interview of the hiring manager to determine the skills needed for the position
      • Determining interview questions that the employer would like to ask candidates
      • Interview current employers with different backgrounds to see who had the most success in the current position or within the company
      • Evaluating the skills of the current employees
      • Trying to make the assessment of future applicants fair by setting up the evaluation criteria
    • Evaluating: (If they see too many flags, outside of the normal barriers, applicant is pulled out of the AI process; Flags are not instant rejection)
      • Rate of speech: How fast, slow, etc.
      • Clarity: Pronunciation and diction
      • Filler works: How many hesitations
      • Style of Speech: Analytical, confident, and tentative
      • Tone/Pitch analysis
      • Eye contact: Looking at the screen
      • Dressing and background: cultural fit
      • Micro-expression (Think Pixar movie Inside Out): breaking down each micro-second of the video to analyze facial expressions
      • Body movements and other video analysis
      • Keywords: Looking for examples of skills and keywords
      • Soft skills: a combination of micro-expressions and keywords
      • Resume match for skills and background
      • Sentiment analysis with high impact words
    • Finding the right Match? (Best Fit/Top applicants)
      • Current applicant pool
      • Current employees
      • Unbiased best job-fit skills

Both Sides of the Big Debate (Does ATS Increase Bias or Improve Diversity?)

  • Cons:
    • Less personalized experience
    • Big Black Box of how it works
    • Less transparency
    • Bad public opinion and feedback
    • More Bias?
    • Not a 100% proven method
    • Privacy concerns
    • Law from Illinois and other states
  • Pros:
    • Less reliability on resumes
    • From 90% on resumes to 60% resume, 80% interview, and 90% assessments
    • Less reliability on other humans
    • Manual removal of obvious bias parameter
    • Scalability and efficiency of the system
    • Companies have proven that this has saved significant money
    • Improved diversity by over 16% in every case

AI Interviewing is here to STAY

  • 2500% increase in virtual interviewing in last 3 months
  • TalView AI just got fully integrated into the LinkedIn ATS system and is offered for free for the first 3 months
  • HireVue just got additional investment from a private equity firm
  • Yobs has received significant publicity and investments in Europe
  • Data from companies using AI is looking significantly positive in terms of cost-saving, cultural fit, and diversity
  • AI big consulting firms predict AI interview is a billion-dollar industry in the making that is just starting to emerge
  • AI  interviewing will become permanent for entry-level positions