An AI Cartoon May Interview You for Your Next Job

 

An AI Cartoon May Interview You for Your Next Job

Imagine logging onto your computer for a job interview and being greeted by a cartoon character instead of a human interviewer. It might sound like a scene from a sci-fi movie, but it's becoming a reality for many job seekers today. Powered by generative AI, these cartoon interviewers can meet with an infinite number of candidates, asking questions and evaluating skills without ever needing a break.

When you start your interview, you might find yourself face-to-face with Alex, a youthful, animated figure resembling a cartoon version of Harry Potter, complete with dark hair and glasses. If you prefer, you can choose other avatars like Benjamin, Leslie, or Kristin, representing various genders and ethnicities. Alex will ask you about your professional experience, pose theoretical questions about programming, and even assign you a coding exercise to complete.

This innovative AI interviewer, Alex, is the brainchild of micro1, a US-based company that touts itself as an AI recruitment engine for engineers. According to Ali Ansari, the company's founder, the technology aims to provide an enjoyable, gamified, and less-biased interview process. In a demonstration video, Ansari showcases how this AI tool is revolutionizing job interviews.

The adoption of AI tools in the hiring process is becoming increasingly common. Major career platforms like Indeed and LinkedIn have integrated generative AI tools for both job seekers and recruiters. These platforms offer features such as interviewer chatbots and AI-driven interview practice tools. However, the use of AI in hiring has received mixed reviews. Some HR tools have been criticized for exhibiting biases, such as making negative judgments about applicants with Black-sounding names, favoring male candidates, or overlooking those with gaps in their employment history.

While AI tools can save companies time and money, the long-term effects on workers remain unclear. Ansari argues that micro1's AI interviewer allows companies to screen candidates more efficiently and accurately. Micro1 offers two models: one where companies use the software to interview candidates for specific roles, and another where candidates can independently undergo the process to be added to a marketplace of engineers. This marketplace features a diverse talent pool of vetted engineers from countries like India, Argentina, and Brazil, which Ansari describes as "untapped but exceptional." This approach, he suggests, could help diversify the tech industry's workforce by providing access to top tech jobs.

Since its inception, over 100,000 people have gone through micro1's screening process, hoping to join its marketplace of engineers. Tech companies, including DoNotPay, have used this system to screen or hire engineers from the marketplace. According to Ansari, some companies use micro1 to screen up to 30,000 candidates per month.

Asynchronous video interviews, where candidates respond to prerecorded questions, are also becoming more common. With the rise in layoffs over the past two years, fewer job positions are available, but recruiters receive a flood of applications through sites like LinkedIn. Generative AI tools have made it easier for job seekers to apply for multiple jobs, often leading to irrelevant applications that recruiters must sift through. Despite the growing use of AI in hiring, some recruiters remain cautious due to potential biases and prefer to rely on human judgment.

Ansari acknowledges that AI tools are not free from bias. "Of course, there's still bias with AI tools," he says. "But there's also bias with humans. The goal with the AI system is to make it much less biased than humans." He explains that micro1's AI interviewer doesn't pass or fail candidates but categorizes them as inexperienced, mid-level, or senior. The final decision about a candidate's suitability for a role is left to the hiring manager or recruiter, who can listen to audio recordings of the responses if needed.

Zahira Jaser, an associate professor at the University of Sussex Business School, points out that much is still unknown about the impact of AI and asynchronous interviewing on candidates. Recording oneself for an interview can feel awkward, and without human cues to respond to, candidates may struggle to present their best selves to an AI interviewer. Moreover, AI systems can have built-in biases that might affect their decisions.

"In the real world, humans are biased. But there are techniques we can use to overcome this human bias," Jaser explains. "In an algorithm-driven bias, this is likely to be very systematic." She raises concerns that AI hiring tools, which are often trained on profiles of past successful employees, might perpetuate existing biases in hiring practices.

Currently, AI tools do not have the final say in hiring decisions, but they increasingly influence which candidates get to proceed to the next stage of the interview process. This growing influence can significantly shape the future workforce.

Looking ahead, Ansari envisions a future where job seekers use AI-driven avatars to interview with AI interviewers. This could potentially streamline the initial stages of the job search, making the process more efficient for both candidates and companies. AI could help create better matches between job seekers and employers, allowing both parties to focus their time on meaningful interactions, such as Zoom calls or in-person interviews.

In conclusion, while the integration of AI into the hiring process is still evolving, it promises to bring significant changes to the way we approach job interviews. As technology advances, it is crucial to address the potential biases and ensure that AI tools are used ethically and fairly. Whether you find the idea of a cartoon interviewer exciting or daunting, it's clear that AI will continue to play a pivotal role in shaping the future of job hunting.