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An AI-enabled recruitment process allows you to run the show, while AI does the work. One of the stages where the impact of AI is greatest, is during pre-screening. Imagine the time you’d save, by delegating these tasks to AI: ✨ Writing job descriptions ✨ Screening resumes ✨ Taking notes & summarizing calls ✨ Determining interview questions ✨ Running pre-screening interviews ✨ Extracting social insights These and more are described in depth on our article on AI and pre-screening --> Link in the comments Curious about Carv’s AI for recruiters 🛠 ?  Visit carv.com to book a demo! #RecruitmentTech #AIRecruitment #FutureOfWork #EfficientRecruitment

This is dystopian BS. Conducting job interviews through AI "gpt-vetting" shows a complete lack of understanding of what an interview is meant to be. Here's why: 1. No one wants to interview with the selected AI of their choice. They want context on the organization. They want to know who they are working with. They want an experience that sells them on the role. 2. AI interviewing does not lower bias. A human programs the AI, and humans have bias. The AI takes the information and filters it through based on the way it's been coded - that's not "unbiased." 3. This is certainly not a more "enjoyable" process. With human-to-human interviewing (can't believe I have to specify that nowadays), you can connect with the interviewer through small talk, jokes and by asking questions. This style of interviewing, where you're being timed in your answers and get a generic response, feels cold and off-putting. Yes, this kind of interviewing might save an organization time and energy, but at what cost? I'd argue at the cost of the candidate. Agree?

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Have you been recently laid off and need to freshen up your interview skills? I highly recommend Starshunt an AI program that allows you to perform voice-activated mock interviews and provides comprehensive, valuable, and informative feedback. #notsponsered #starshunt #ai #interview #laidoff #unemployed

AI video interviews represent a significant advancement in the hiring process, offering increased efficiency, objectivity, and scalability. However, to fully harness these benefits, it’s crucial to properly train your talent team. By familiarizing them with AI technology, developing clear evaluation criteria, integrating human oversight, and focusing on communication and continuous improvement, you can ensure a successful implementation of AI video interviews. https://lnkd.in/dzU6Xwhs #AI #training #team #video #interviews

Crafting STAR-Structured Questions   To effectively leverage the STAR method in AI interviews, recruiters must craft questions that prompt candidates to provide detailed examples of their past experiences. Design situational and behavioral questions that align with the competencies and attributes essential for success in the role. For example:   – “Can you describe a time when you faced a challenging deadline? (Situation)” – “What specific tasks or responsibilities were you assigned in that situation? (Task)” – “Walk me through the actions you took to meet the deadline and deliver results. (Action)” – “What were the outcomes of your efforts, and what did you learn from the experience? (Result)”   By structuring questions in this manner, recruiters can effectively assess candidates’ ability to apply their skills and experiences to real-world scenarios, providing valuable insights into their potential fit within the organization. https://lnkd.in/g_anGJPU #AI #STAR #interviewing #questions #hiring

The Role of AI in Different Interview Stages   AI interviews can take place at different stages of the hiring process:   Pre-screening: AI algorithms analyze resumes and application forms, matching candidates with job requirements, and selecting suitable candidates for further evaluation. Video Interviews: AI conducts video interviews, asking pre-determined questions and evaluating responses based on facial expressions, voice tone, and content. Assessments: AI can administer skills tests, personality assessments, and cognitive ability tests to assess a candidate’s suitability for the role. Learn more: https://lnkd.in/dwSyKrYv #learning #technology #AI #hiring #recruitment

Got an interview lined up?! You NEED to try this AI prompt! One of the hardest parts of any interview is when you’re asked: 🗣️ “Do you have any questions?” Not only is it difficult to think of questions on the spot, but there’s also pressure to ask insightful, thought-provoking questions (instead of “how many paid vacation days do you offer?!”). To avoid unnecessary stress, always prepare 3-5 questions in advance, and if you don’t have a Recruiter to lean on, ask ChatGPT for help! Give this prompt a try... “I’m a candidate interviewing for a 𝘍𝘭𝘶𝘵𝘵𝘦𝘳 𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘳 p𝘰sition in a 𝘴𝘦𝘦𝘥-𝘧𝘶𝘯𝘥𝘦𝘥 startup. The interview process is 𝘵𝘩𝘳𝘦𝘦 stages. The first stage is with the 𝘐𝘯𝘵𝘦𝘳𝘯𝘢𝘭 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳, the second stage is with the 𝘏𝘪𝘳𝘪𝘯𝘨 𝘔𝘢𝘯𝘢𝘨𝘦𝘳 (𝘏𝘦𝘢𝘥 𝘰𝘧 𝘔𝘰𝘣𝘪𝘭𝘦 𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵), and the third stage is with the 𝘍𝘰𝘶𝘯𝘥𝘦𝘳. I want to ask thought-provoking questions that show I’m an experienced candidate but also give me insight into the Founder’s vision, the development environment, the development journey so far, the business and technical team’s culture, and any other areas you deem relevant. Give me five insightful questions to ask at each interview stage as well as a brief guide to interpreting the interviewer’s answers.” As always, take ChatGPT’s answers with a pinch of salt, try to make them sound conversational rather than reading from a list, and make sure to listen carefully during the interview to avoid asking something that’s already been answered. (If you’re not a Developer, you can tweak the prompt to make it relevant to your industry and role). I hope this is helpful! #InterviewTips #InterviewAdvice #MobileDevelopers #MobileDevelopment #FlutterJobs

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As the world moves towards AI, we cannot discount the need for human interaction in the interview process. As a recruiter, we want to know that the candidate we're speaking with has the skills and experience necessary for the role. We shouldn't have to wonder if they are being spoon-fed answers to make themselves look better. As a candidate, it's your responsibility to prepare for the interview, build stories around your experiences to show how they fit into the role, and articulate it to the interviewer. Using AI for the job related activities is a slippery slope; we're all still learning how this new technology will affect the industry. https://lnkd.in/eUVVFMVV