The role of Artificial Intelligence in video interviews
This is the second in a series of articles that explore the role of AI in recruitment. The full series can be found at monarchpersonnel.com.
Prior to the pandemic, the video interview was undervalued in the UK. Larger corporations had used video interviews to recruit senior staff when candidates lived a far distance from head office, but they were used less for the mass market.
The pandemic changed how we interact with video, with meetings of all sizes moving to Zoom and MS Teams. This was the catalyst for talent acquisition teams and recruiters to adopt video interviewing as part of the recruitment process.
Where does Artificial Intelligence (AI) come in? AI and video interviews within the recruitment industry are still relatively new within the UK. A shift is coming, but we need to firstly understand how AI in video interviews works and how it can help recruiters.
How is AI used in video interviews?
AI electronically analyses many aspects of a video interview. When all applicants are asked the same set of predefined questions, AI will analyse how each individual answers those questions. Some AI models will grade candidate responses.
The aim of AI in all areas of recruitment is to help the recruiter make informed, rounded decisions on each application. In video interviewing, some early adopters believe that AI performs better at judging responses than human interviewers, due to its ability to handle volume, the removal of bias and its objectivity.
What are the main areas of analysis?
In video interviews, AI can be used to analyse all or some of the following:
- Body language
- Candidate reactions
- Facial expressions
- Word choices
- Tone of voice
- Eye movement
- Communication skills
How is AI trained to perform the analyses?
Machine learning teaches the AI model to understand data and parameters. Machine learning uses data and algorithms to imitate the way that humans learn. It gradually becomes more intelligent and powerful as it improves in accuracy. The more information it gathers and the more training it receives on assessing video interviews, the more effective it can become in the recruitment process.
How can AI’s role in video interviews help recruiters?
AI can gather large amounts of data to assist recruiters in comparing applications. Humans are… human! It is difficult for a human interviewer to assess all candidates without bias or preconceived ideas about whether a candidate will fit in to an organisation.
There is also a lot going on in a video interview. A human recruiter would need to watch the interview several times to pick up on verbal and visual cues, body language, tone of voice etc. If more than one person is interviewing for the same position, there are also differences of opinion to consider when looking for the best candidates.
AI is objective so any analysis will be scientifically factual. It can also deal with volumes of work much more quickly. In an industry where speed is key to hiring the best talent, it makes sense for organisations to become early adopters of the technology. AI can reduce the time-to-hire by many days.
Monarch Personnel and AI
Monarch Personnel have been early adopters of AI and machine learning as part of our recruitment process, which benefits our clients and candidates significantly. In our recent survey, 87% of applicants said they love how AI enhanced their recruitment experience with us.
Look out for the next article
Our third article in this series will be published next Wednesday 21st July when we will be looking at AI and the removal of bias.
In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedIn, Twitter & Facebook, or visit our website www.monarchpersonnel.com.