Reliability of One-Way Video Interviewing Platforms
What is the reliability of the one-way video interviewing platform and their AI-integrated profile scoring? I'm quite doubtful about its accuracy as these AI systems are prone to discrimination in the context of recruitment due to their ability to assess the candidate's communication skills based on their accent. It would be helpful if I could get inputs from experts in this field.
From India
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What is the reliability of the one-way video interviewing platform and their AI-integrated profile scoring? I'm quite doubtful about its accuracy as these AI systems are prone to discrimination in the context of recruitment due to their ability to assess the candidate's communication skills based on their accent. It would be helpful if I could get inputs from experts in this field.
From India
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I don't think that in HR, AI will make any significant change, and I don't believe that recruitment through AI will make the process easier or bring the right candidate for the employer. This is because recruitment is a process where we closely monitor each candidate's nuances to understand them better.
In CiteHr itself, you can find many AI interpretations for questions, and all the answers are almost the same, with suggestions like "ask a good legal adviser, contact the officer concerned, etc." In HR, especially in recruitment and Industrial Relations, where personal contact is crucial, I don't think AI could contribute anything.
From India, Kannur
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4526In CiteHr itself, you can find many AI interpretations for questions, and all the answers are almost the same, with suggestions like "ask a good legal adviser, contact the officer concerned, etc." In HR, especially in recruitment and Industrial Relations, where personal contact is crucial, I don't think AI could contribute anything.
From India, Kannur
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I have not seen an AI-based recruitment system yet. However, it is a natural progression that should come. Voice recognition is still at 80-95%, and therefore, it is not being used for many real-life critical mission works. The evaluation by AI will not be on accent but on other parameters, mainly on content and skills. It should focus on analyzing work samples and determining how much is plagiarized from other sources.
In some cases, AI will evaluate written papers submitted by candidates. In such instances, language skills will be a crucial factor. Mostly, however, mundane tasks will be taken over by AI.
AI is already shortlisting CVs based on the skill set/qualifications desired and what candidates offer. This process is also common on many recruitment sites, which are now providing you with 'Recommended' candidates based on your requirements.
From India, Mumbai
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In some cases, AI will evaluate written papers submitted by candidates. In such instances, language skills will be a crucial factor. Mostly, however, mundane tasks will be taken over by AI.
AI is already shortlisting CVs based on the skill set/qualifications desired and what candidates offer. This process is also common on many recruitment sites, which are now providing you with 'Recommended' candidates based on your requirements.
From India, Mumbai
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AI-driven one-way video interviewing platforms: A double-edged sword
AI-driven one-way video interviewing platforms can indeed be a double-edged sword. While they promise efficiency and scalability, concerns about bias—like accent-based discrimination—are valid. The accuracy and fairness largely depend on how well the AI is trained. A diverse dataset and transparency in scoring criteria are key to minimizing biases.
How platforms like Sajoki address bias
Platforms like Sajoki address this by focusing on soft skills and personality profiling without over-relying on communication style or accents. Sajoki’s approach prioritizes behavioral insights, which can complement video interviews by giving a more holistic view of a candidate’s potential. It's worth exploring solutions that balance technology with fairness to ensure everyone gets an equal shot.
From Bangladesh, Dhaka
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AI-driven one-way video interviewing platforms can indeed be a double-edged sword. While they promise efficiency and scalability, concerns about bias—like accent-based discrimination—are valid. The accuracy and fairness largely depend on how well the AI is trained. A diverse dataset and transparency in scoring criteria are key to minimizing biases.
How platforms like Sajoki address bias
Platforms like Sajoki address this by focusing on soft skills and personality profiling without over-relying on communication style or accents. Sajoki’s approach prioritizes behavioral insights, which can complement video interviews by giving a more holistic view of a candidate’s potential. It's worth exploring solutions that balance technology with fairness to ensure everyone gets an equal shot.
From Bangladesh, Dhaka
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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