How Chat GPT can assist in preparing for AI inteviews (ex. via Modern Hire)?

In the era of modern recruitment technologies, like Modern Hire, effective preparation for automated interviews is crucial. The article demonstrates how to utilize ChatGPT for such preparations, from analyzing the job description, identifying key competencies, to formulating responses using the STAR method. I also address the challenges and controversies associated with the use of AI in recruitment.

Modern Hire, as a part of HireVue, is viewed as a comprehensive and innovative recruitment platform offering a broad range of solutions. Its main tools include: video interviews, assessments based on artificial intelligence (AI), virtual trial tasks, scheduling automation, and candidate interactions using conversational AI. Similar platforms, such as Spark Hire or Jobma, allow candidates to record answers to recruitment questions at a chosen time. Questions are pre-prepared and recorded by the recruitment team. The candidate logs in, responding to the questions within a specified time limit, typically having a minute to answer plus 30 seconds for preparation.

What types of questions can one expect?

During interviews via Modern Hire, questions are typically divided into 3 parts:

1. Introductory Questions - these are preliminary questions asked at the beginning of the conversation to initiate dialogue, build atmosphere, and learn basic information about the candidate. Such questions also aim to relax the atmosphere and help the candidate feel more comfortable. Here are a few examples:

Please tell us about yourself.

What motivated you to change jobs?

What is your current professional situation?

What are your greatest professional achievements?

2. Behavioral Questions focus on a candidate's past experiences, behaviors, reactions, and decisions in specific professional situations. The main premise of behavioral questions is the belief that past behaviors are the best predictor of future actions. Recruiters use these questions to assess how a candidate might handle various scenarios and challenges at work. Behavioral questions often start with phrases such as:

Tell me about a time when...

Give an example of a situation where...

How did you handle...

Describe a situation where...

Here are a few examples of behavioral questions:

• Tell me about a time when you had to work under significant pressure. How did you handle it?
• Provide an example of a situation where you had to resolve a conflict within a team.
• How did you deal with a situation where you disagreed with a decision made by your supervisor?
• Describe a situation where you had to take the initiative.

These questions should relate to the competencies that are sought for the position you are applying for, which should be found in the job description. For instance, if an organization is looking for someone who learns quickly, an appropriate behavioral question for this competency might be, "Give an example of when you had to learn a new skill quickly. How did you do it?"

3.Motivational Questions focus on determining what motivates the candidate to work, change jobs, choose a particular career path, or apply for a specific position. The aim of these questions is to understand what drives the candidate, their professional aspirations, and what makes them committed to their work. Motivational questions help recruiters assess whether the candidate's motivations align with the company's culture, values, and business goals. Here are a few examples of motivational questions:

Why did you decide to apply for this position?

What motivates you most at work?

What professional goals do you set for yourself for the next few years?

Tell us about a project or task that was particularly satisfying for you. Why?

How Can ChatGPT Help You Prepare?

Using ChatGPT allows for effective preparation for the job interview. You can ask ChatGPT to analyze the job description, generate a list of expected competencies, and prepare sample recruitment questions.

Consider using the following prompts:

#1. "I'm applying for the position (x name of the position). Review the job description (attach document) and list all the competencies that are expected for this position." ChatGPT will analyze the job description and list the expected competencies.

#2. "Prepare examples of recruitment questions for these competencies. Divide them into introductory questions, behavioral questions, and motivational questions."

If the questions are too trivial, we can ask for them to be deepened, e.g.,

#3. Provide 10 examples of questions for each competency.

What Else to Remember When Preparing for Such Interviews:

Technical issues: before the AI chatbot interview, it's important to check your internet connection, ensure that software and hardware are working properly, and choose a quiet place to avoid disruptions. Additionally, testing your microphone and camera to ensure good sound and image quality is beneficial. Pay attention to the background, which should be neutral and non-distracting. It's also important to position the camera at eye level, which helps maintain eye contact, giving the impression of a direct conversation.

Formulating thoughtful responses using the STAR method. The STAR method is a technique for structuring responses to behavioral questions during job interviews. It consists of four elements: Situation (describing the context you found yourself in), Task (the task or problem you had to solve), Action (the actions you took to address the task or solve the problem), and Result (the outcomes of your actions). This method helps clearly present your skills, competencies, and how you handle specific situations.

Dress code - for the AI chatbot interview, dress as you would for a face-to-face meeting. Choose business or business-casual attire, paying attention to neatness and professionalism. Clothes in muted colors are preferred; avoid patterns that might distract. Ensure your attire is appropriate for the culture of the company you're applying to. Remember, the way you present yourself can influence the first impression, even in a virtual environment.

Recruitment interviews using the Modern Hire platform and similar ones are not yet the norm but are used for mass recruitment processes. Organizations opting for Modern Hire, now under the HireVue banner, likely seek ways to leverage these advanced technologies to improve recruitment outcomes. However, there are many controversies associated with this type of automated recruitment process. The controversies around AI automated interviews mainly concern issues related to accuracy, objectivity, and ethical aspects of these tools.

Research conducted by MIT Technology Review revealed several key issues.

Accuracy and fairness: in one experiment, a candidate answering questions in German received high marks for English proficiency from the Curious Thing system. Similarly, in another tool, MyInterview, despite the answers being in German, the algorithm assessed the candidate as fitting for the position. This indicates that algorithms may struggle with proper data interpretation, leading to unfair assessments.

Drawing conclusions based on intonation: some systems evaluate candidates based on their intonation, which experts consider an unreliable way to assess personality or competencies. Intonation is not a reliable indicator of personality traits, raising questions about the reliability and fairness of such assessments.

Privacy and transparency: many AI tools for conducting job interviews are not independently tested, and companies that create them often do not want to disclose how their algorithms work. This makes it difficult for both candidates and employers to evaluate whether the algorithms are accurate and how they impact recruitment decisions.

Reducing bias: although AI tools have the potential to reduce bias in the recruitment process, the lack of independent testing and transparency in how algorithms function remains a problem. There are concerns that some aspects of the tools, such as evaluation based on video background or accessories (e.g., glasses), may introduce new forms of prejudice.

In summary, the main controversies involve the accuracy of algorithms, their ability to fairly assess candidates, ethical issues related to the automation of the recruitment process, and concerns regarding privacy and transparency in the functioning of these tools. Further research and potentially regulations are needed to ensure that the use of AI in recruitment benefits both employers and candidates while minimizing the risk of unfair or biased decisions.

Additional info: https://www.youtube.com/watch?v=youpYRny8xA