Artificial intelligence is changing how business is done, no more so than in the hiring process as more employers start using AI chat bots instead of hiring managers to conduct first round screening interviews.
Chat bots are a useful and time-saving tool that help employers screen candidates early in the search process. The bot asks simple questions that don’t require complex or complicated answers. Human managers then review the responses and decide who to interview in person.
The technology has caught on quickly. Introduced just two years ago, a 2024 survey by Resume Builder – reported by Forbes – found 19% of employers were already using or planning to use it within a year. But if a job candidate is interviewing with a bot, should they approach the interview differently than with a real person? For the most part, no. The same values apply whether someone is talking with a chat bot or a human. Know your resume, tailor your answers to reflect your alignment with the company’s values, and point out your key achievements and relevant soft skills. Demonstrate how you would add value if hired.
Do the interview in a quiet room with good lighting and a neutral background.
However, there are a few things to do when interviewed by a bot:
- Chat bots are always on and always looking at you, so focus on the clarity of speech, facial expressions, body language, and eye contact because it will note these things in its report. If someone looks shifty-eyed during the interview or struggles to complete sentences, the bot will see it.
- If possible, schedule a practice session before the actual interview so you’re comfortable with the software.
- Most interview chat bots have a button to push in the event of a glitch. Locate that button before the interview starts in case a technical issue develops.
- Don’t try to game the bot. Speak naturally and authentically.
Some bots are programmed to answer basic questions about the job or the employer, so go ahead and ask if it’s so equipped.
It’s unlikely the bot will make the final decision who to hire. While useful as a screening tool, human participation will always be vital because bots are not properly equipped to get more in-depth with a candidate. While I would use a chat bot to help screen candidates, I would never rely on it to decide who I actually hire.
Jim Chaffee is executive director of Learning Innovation and Technology at the University of Iowa Tippie College of Business. He can be contacted at [email protected].
