AI interviews can widen the pool beyond degree filters

Transcript

Transcribed by machine (Whisper) from the episode’s audio, so a word may be off here and there.

1. 10:01

   so that employers can actually recognize that talent. But at the same time, we need to make sure we're not sort of dehumanizing the entire experience. Well, I mean, the hiring experience is already somewhat less than ideal already. So it's not, you know, this kind of perfection experience. And actually there's various ways in which I hope that the transformation of the hiring experience through AI will actually, in fact, elevate the various elements of humanity.

2. 10:32

   Now, one of them is a project you and I work together, along with Byron Aguiz and all the people at Opportunity at Work, which is this notion of tear the paper ceiling and the fact that just having a piece of sheepskin is not actually, in fact, the right credential. And so it creates a differentiation and also this dependency on going massively in a debt to going to some colleges in order to do it, whereas actually, in fact, you could just use the skills and capabilities. And I think one of the things that you get in an AI interviewer is currently, the use of a human interviewer is very expensive off the things that they're doing. And so they tend to go, well, let's just narrow the channel as much as possible. So do you have a bachelor?

3. 11:14

   Like we're interviewing you to become a janitor. Do you have a bachelor's degree? Right. You know, like, you know, kind of, you know, in the absurdity of it. But even like, for example, you don't need a bachelor's degree to necessarily be a software developer. You don't need a bachelor's degree to necessarily be any number of other kind of white collar jobs. Sure, you should be certified if you're an accountant because you have to understand that kind of thing.

4. 11:37

   But part of kind of an AI interviewer is you go, well, so-and-so looks interesting. It's not that expensive to run a two-hour AI interview process with them. And you could get a really interesting assessment. And what's more, you'll get a better assessment necessarily than simply a, oh, look, does the chemistry feel right in a hour interview where you're kind of going through stuff? Because you could also do four hours with AI and you could do it in chunks and follow up and all the rest.

5. 12:11

   So I think there's a lot of things you could do there that enable a much broader range of talent that you can potentially find, you know, the kind of the diamonds that are out there in the field, not just in the rough. I think there's also, you know, kind of questions around AI where, you know, like I think that you will still have human interviewing, but I think that, you know, the thing you'll do is say, okay, the AI will do a bunch of stuff on competence and capabilities and learning curves and other things. And then the human will assess, you know, kind of cultural fit, team fit, you know, other kinds of things, and then cross-checking some of the stuff.

6. 12:55

   And I think that will make a good experience. And then, of course, also, you know, one of the things that an AI can also then spend time doing is saying, like, helping the candidate know whether or not this particular job or company culture or path is right for them. Because it could also spend time answering and selling as a way of doing it because it's a better, it's a batch. So I actually think AI inclusion in the hiring process will broadly be much better.

7. 13:29

   Now I think people will kind of go, whoa, I'm worried that the, like before I was completely, Like, could I get an interview or an information interview? And could I use, you know, a really clever cover letter or a college opportunity or a network connection to make those happen? And I worry about getting further away. I think those connections will still exist. So I think those are there. But I think that the question around, as opposed to I just can't get anyone to respond to me, you can now get some response and possibly some feedback. So I'm overall very bullish and not a surprise to you are the people who know Reading Super Agency. But when I think this becomes more common, a little bit like when cars became more common, I think it'll elevate the capabilities all around the ecosystem, both on the job seeker and on the hiring side,

8. 14:28

   and will make it more transparent, engaged, closer to the truth or a tout-wise. So overall, very positive.