Artificial intelligence increasingly handles recruitment tasks, extending from resume screening to autonomous candidate interviews. Employers adopt AI interviews to save time, improve consistency, and prevent human errors that cause qualified applicants to be overlooked. Automated interviews can streamline high-volume hiring and free recruiters for strategic work. Drawbacks include risks of algorithmic bias, diminished candidate experience, loss of human judgment, and potential legal and ethical complications. Reliance on AI can disadvantage certain applicants and obscure decision rationales. Balanced adoption requires transparency, bias mitigation, careful data practices, and hybrid models that combine AI efficiency with human oversight to protect fairness and hiring quality.
In recent years, Artificial Intelligence (AI) has been steadily gaining ground in the business world, gradually becoming an integral part of many different processes. The latest way it is being utilized by businesses is in the process of hiring new employees. We're not talking about the usual AI algorithms that sort through resumes to speed up candidate screening. This new trend involves AI bots interviewing candidates entirely on their own.
Perhaps the one that stands out the most is the ability to save valuable time. More often than not, recruitment and hiring are time-consuming processes that may last numerous months before providing a satisfactory outcome. During those long months, teams tasked with finding new talent are swarmed by hundreds or thousands of applications that they need to sort through as efficiently as possible.
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