The Future of Interviews: Will AI Replace Human Interviewers?

The use of artificial intelligence (AI) and robotics has been on the rise in various industries, including the field of recruitment. Many companies are now turning to these technologies as a way to interview candidates, especially for high-volume roles. 

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But the question remains: 

“Is it a good way to interview candidates by using robots or AI?”

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On the one hand, using robots or AI for interviews can have several advantages. It saves recruiters time and effort. For example, instead of spending hours conducting interviews, they can automate the process and let the technology handle it. This can be particularly useful for high-volume roles where recruiters receive hundreds or even thousands of applications.

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Moreover, using robots or AI for interviews can also help to reduce bias in the hiring process. Machines are not affected by the same biases as humans, such as gender, race, or age. This can help to create a more diverse and inclusive workforce.

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In addition, robots and AI can also help to standardise the interview process. All candidates are asked the same questions in the same way, ensuring that the process is fair and consistent. This can help to improve the overall quality of the interviews and ensure that the best candidates are selected.

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However, there are also several drawbacks to using robots or AI for interviews. One of the main concerns is that they lack the human touch. While robots and AI can ask questions and analyse responses, they are not able to pick up on the subtle cues and nuances that humans can. They may miss important details or fail to understand the context of the candidate's responses.

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Moreover, robots and AI are not able to build rapport with candidates in the same way that humans can. They may come across as cold or impersonal, which can be off-putting for some candidates. This can make it difficult to establish a connection with the candidate, which can be important in certain roles.

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Another concern is that robots and AI can be prone to errors or biases. While they may be able to reduce some forms of bias, they can also introduce new forms of bias. For example, they may be biased towards certain types of language or may have difficulty understanding accents or dialects. This can result in unfair outcomes for some candidates.

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In conclusion, while using robots or AI for interviews can have some advantages, it also has several drawbacks. While it can save time and reduce bias, it may also lack the human touch and be prone to errors or biases. Ultimately, the decision to use robots or AI for interviews will depend on the specific needs of the organisation and the role being filled. It is important for companies to carefully consider the pros and cons of using these technologies and to weigh them against the benefits of traditional human-led interviews.

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