ai interview: the connection between cold technology and humanity

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however, with the application of ai technology, people's feelings about ai interviews have gradually surfaced. many job seekers expressed the feeling that they would rather have 20 offline interviews than one ai interview because they cannot adapt to the ai ​​interview environment.

"coldness" is the biggest challenge of ai interviews. ai interviewers have dull expressions, mechanical movements, and serious questions, as if they are in a cold technology field. this mechanized way of asking and answering questions makes job seekers feel disappointed and resistant, and even creates an awkward experience of "people trying to please the machine" during the process.

in fact, ai interviews are not completely ruthless. they can quickly screen a large number of resumes and score them according to set indicators. however, these indicators often lack humanity and cannot truly reflect the comprehensive ability and potential of candidates.

the interview process is a bridge for two-way communication, where both parties get to know each other and form a connection. the interviewer needs to understand the candidate's personality, values ​​and skills, while the candidate needs to show his or her strengths and leave a deep impression. this is why the human resources department attaches importance to the importance of interviews and personal communication during the recruitment process.

the emergence of ai interview technology makes people think: will technological progress replace human care? will applicants be completely placed in front of technology?

in the face of such changes, how should we balance technology and humanity?

embrace new technologies while retaining the warmth of humanity

in the future workplace, ai technology will continue to play an important role. however, digitalization does not completely replace "people". human supervision and review are necessary links, which can ensure the fairness and accuracy of ai interviews and provide job seekers with more information and feedback.

at the same time, we need to encourage more "people" to participate, so that ai can become an auxiliary tool rather than a replacement tool. employers need to pay attention to the design of the interview process and add some "human touch" to the ai ​​interview, such as:

• enrich the question-answering questions: avoid single, one-size-fits-all questions and try more personalized q&a content, such as:
  • scenario simulation: allow candidates to demonstrate their coping skills and logical thinking, such as simulating real work scenarios.
  • case study: analyze and explain cases, testing candidates' judgment and problem-solving abilities.
• deepening human-machine interaction: encourage interviewers to ask questions and give more detailed feedback based on the answers, so that job seekers can feel a more "sincere" communication process and receive more specific guidance.

ultimately, technological progress should serve human development rather than replace humans. let us work together to create a new era of talent recruitment that is more "human"!