Source: Economic Daily
In the new round of job hunting season,"artificial intelligence + interview"(AI interview) has become more and more common. As a technological developmentstreetfighterarcadegameAs a product of, AI interviews replace many repetitive tasks in the preliminary screening stage during recruitment, which has indeed brought convenience to many employers. However, some irregular issues exposed by AI interviews cannot be ignored.
On the one hand, privacy leaks are the main risk faced by AI interviews. AI interviews use video analysis to conduct an in-depth evaluation of candidates 'performance, but the storage and use of videos also pose a potential threat to candidates' privacy. On the other hand, AI interviews may have algorithmic bias and discrimination when judging candidates. It is difficult for current AI interview algorithms and standards to fully reflect the complexity and diversity of human behavior. Job seekers 'personal characteristics such as gender, age, and place of origin may also affect AI evaluation results, or may aggravate workplace discrimination.
From a technical perspective, the AI interview system needs to be continuously improved to improve its accuracy and professionalism, and truly evaluate talents scientifically and select suitable candidates. While pursuing accurate evaluation, AI interviews should also guard against excessive collection of personal information, avoid data leakage, and protect personal privacy as much as possible.
Enterprises should use AI interviews appropriately and rationally. Although AI interviews can largely meet the needs of enterprises to reduce costs and increase efficiency. However, recruitment is about finding the talents the company needs, not just the pursuit of cost savings. Therefore, when companies use AI for interviews, they should fully consider its limitations, combine traditional recruitment methods, comprehensively evaluate the candidates 'abilities and potential, and ensure that truly suitable talents are selected for the company.
Relevant departments should pay attention to the risks of AI interviews and take effective measures to regulate them. In particular, we should pay close attention to AI interview algorithms to ensure that they comply with the requirements of relevant laws and regulations. Functional departments should resolutely investigate and punish individuals or organizations that use algorithms to commit labor violations. By establishing and improving regulatory mechanisms, we will ensure the fairness and accuracy of AI interview algorithms and prevent technology abuse.
