Job interviews are no fun on either side of the table. For candidates, it’s about doing, doing the right thing, saying the right thing, and being “yourself” enough to give recruiters and team leaders a real sense of what they bring to the team. There is also pressure to walk the tightrope between being a good candidate for what role. You need to know what you are doing. Artificial intelligence (AI) has been used in recruitment for some time, typically as a first-stage filter for hundreds of resumes. ‘ But both AI and virtual reality could play an increasingly important role in ensuring that companies have the staff they need. The hiring process offers an opportunity to level the playing field and remove deep-seated biases.
Sorry white folks, you are more racist in nature than you think you are. But don’t take our word for it. Harvard Business School Ethnic Minority Candidates Proved Almost Got Twice As many interviews as when they simply “whitened” their names. And that’s before they enter the door.
there is also Misogyny built into the hiring process – Aside from data showing that men typically only apply for jobs that meet only 60% of the role requirements, whereas women typically only apply for jobs where they feel they meet the full 100% of their role profile , unfortunately, hiring managers (or at least male managers) have an unconscious bias against hiring men who can refer them to a large pool of equally qualified candidates of other genders. There is a possibility.
All this in an unfortunate hangover from the nature of Western society. It is essentially a trapdoor pyramid with heterosexual, non-disabled, traditionally attractive people presenting rich, white, cis, and male at the top. It differs somewhat from the combination of moving one trap door down the pyramid for each point of difference. The more we learn, the more trapdoors become apparent, some of which are for neurodivergent people and some (especially) for women with children (this , underpinning the social misogyny behind the idea that women “should” under “normal” circumstances be the primary caregiver for the family and may be unable to fully focus on work ).
maybe not on purpose Many of the Western decision-making paradigms about people have been shaped by this pyramid because of the prejudices against everyone in the world. The result is ongoing bias against candidates from minorities, women, people with disabilities or neurodiverseness, and others who have at least one of her. A trap door to them.
As we mentioned, AI was initially envisioned as a way to remove these learned biases. After all, machines have no emotions and therefore should not be able to learn a disdainful impression of one group or another. Unfortunately, AI neutrality relies on two things: the programmer’s mindset and level of understanding, and the dataset that kicks off the learning process.
it was a combination that has Let it down legendary In the past.In particular, the following companies Amazonusing AI to select high-level candidates for employment, found that the algorithm selected negatively against qualified women.
After failing to fix the algorithm for a while, Amazon disbanded the team that was working on the AI-employed algorithm and reverted to human judgment.
virtual reality difference
But the combination of AI and virtual reality could be turning the tide.Indeed, there is now a move towards virtual reality interviews training For example, candidates can test themselves in virtual reality interview scenarios (with avatars that can have randomized names and can be presented as the candidate likes).
Companies like UK-based Bodyswaps are already developing these interview practice modules in virtual reality. This allows the AI component to act as an interviewer and help candidates hone their interviewing skills. When It may overcome the social prejudices inherent on the part of human interviewers.
The point of these virtual reality interview practice modules is not only to build a candidate’s confidence, but also to provide useful feedback on what they did wrong and what they did right, thus improving their performance in their next interview. In a way, AI and virtual reality can gamify the interview process so candidates can keep trying until the virtual interviewer is ready to offer them a job.
Every company and every team is necessarily different, but this kind of stake-free, real-time interview practice module can potentially improve a candidate’s chances of getting a role that shines big.
Real-time virtual reality interview?
However, beyond interview preparation, there are companies that are developing and deploying a combination of virtual reality and AI to provide a complete live interview experience.
From large corporations like Microsoft (through their HoloLens mixed reality product) to independent SMBs offering virtual reality interview software to businesses and recruiters, the demand for virtual reality interview technology is growing in all sectors.
Not only does it make the candidate feel relatively at ease, very Remove some of the inherent social prejudices from the process. This is because when an AI interviews an avatar, even the algorithm is based on what the candidate actually said in the job role and interview, not the person before the role. Ethnic and Gender Prejudices.
In addition, companies are beginning to realize that the sometimes stiff responses of face-to-face video interviews are greatly mitigated using AI interviews in virtual reality.
By reducing bias, increasing candidate confidence, and providing more natural and intuitive answers to more ideal candidates, virtual reality interviews are helping to address the ever-increasing staff shortages that the tech industry in particular suffers. It’s becoming a technology solution that helps overcome.