Your candidates use AI to write their resumes. Should AI be used for interviews?

One thing that drives me absolutely batty is recruiters who get on LinkedIn and preach about how awful AI-written resumes are.

I have never once heard a recruiter grouse about how awful it is to get a resume that’s been written by a professional resume writer, by the way. The only difference is AI-written resumes are free or very inexpensive, and professional resume writers charge a lot. (As they should–their work product is generally far better.)

So, first of all, recruiters and hiring managers alike need to accept that candidates will use AI to write resumes. They will use AI to edit their resumes to match your job descriptions. (FYI, your hiring managers and recruiters are using AI to write the job descriptions as well.)

And this is okay. Unless you’re hiring a resume writer, a person’s ability to write a resume from scratch is hardly a critical skill. (“Sure, you’re a great engineer, but you used the word ‘responsible’ three times in your resume, and that’s not a good word, as it only lists what you should have done, what you did! Rejected!”)

So, the question is, with people using AI to write and edit their resumes to match the job descriptions, how do you know what is real and what is not?

Maybe it’s time for an AI interview. 

I can feel the eyes rolling already: Let’s not bring another bot into the hiring process. I, however, am all about efficiency and making the job hunting process faster. Candidates would rather the process speed up. It’s better to know you’re not qualified so you can move on than to sit and wait for weeks, hoping for any response. 

I spoke with Aivy, a company that provides AI interviewers to speed along your hiring process. You can train Aivy to understand each of the jobs you’re recruiting for and have it speak different languages, based on what the candidate speaks. (Plenty of times, people will do better in their native language rather than speaking the language the recruiter knows.)

It also catches the candidate right as they apply, which can mean a much faster process. They have also found that their Aivy interviews have a 91 percent accuracy in pre-qualification.

That’s better than the intern you have screening resumes now.

AI doesn’t replace humans. And ultimately, the decision on who to move forward to the human interview stage and who to hire rests squarely on the recruiters and hiring managers. But with 1000 people applying to your open positions, having an AI interviewer might be a good solution.

Yes, we have AI-written job descriptions, matched to AI-written resumes and then an interview conducted by AI. While that may seem a bit too robotic, if the result is the right person in the right job, that is a huge advantage for all.

Now you can create your own AI recruiters in just a few minutes without any complicated setup. You only need to add a job description. Evil HR Lady readers get a 25% discount with the code evilhrlady

Click here to learn more about Aivy