2 ms·

What Are Your Thoughts on AI-Powered Interviews?

itsvaddiparthy 2y ago
Hey HN, I've been working on a project that leverages AI to conduct interviews for technical roles, and I'm curious about the community's thoughts on this. The idea is to create a system that can handle initial screening interviews, assess technical and soft skills, and provide comprehensive feedback to hiring managers. Here are a few features we're considering: - Real-time, conversational AI that can engage with candidates just like a human interviewer. - Customizable interview templates that can adapt to different job roles and requirements. - Integration with existing ATS (Applicant Tracking Systems) to streamline the hiring process. - Detailed reports and analytics to help hiring managers make informed decisions. We're also thinking about how to ensure the AI doesn't deviate from the topic, maintains a conversational tone, and provides a comfortable experience for candidates. I would love to hear your thoughts on: - The potential benefits and drawbacks of using AI for interviews. - What features you think would be essential for such a tool. - Any experiences you've had with AI or automated interview tools. - How you would approach integrating this into a company's existing hiring process.
- anigbrowl 2y ago
  HR managers will love it, everyone else will hate it for reasons that should be obvious. Why not just have AI file job applications and breeze through the early technical interviews on behalf of candidates?
  - itsvaddiparthy 2y ago
    Can you expand on this part please: "everyone else will hate it for reasons that should be obvious." I mean I know the obvious stuff like - "why should I talk to a robot etc" but i honestly feel - we stare at pixels all day. And from my personal experience - most of the Hiring Managers are so fake - and don't give shit and have a ton of bias... Also - was initially thinking of the candidate side software, but honestly I think I can really shape a "Business" if I do B2B... also critique my website - be as brutal as possible. Thanks again.
    - verdverm 2y ago
      If the company cannot invest the human time into interviewing... - they are cheaping out on one of the most important aspects of a business - why should I believe they will invest in their people once I'm hired? - how can I evaluate the people I will be working with? I feel the same way about a first call vs a first programming test. If you don't put a person first, I'm passing on your company
JohnFen 2y ago
I think a company that uses something like this would be telling me that they don't actually have any respect or regard for the people who are applying with them (and, likely, not for their employees or customers).

Hey HN, I've been working on a project that leverages AI to conduct interviews for technical roles, and I'm curious about the community's thoughts on this. The idea is to create a system that can handle initial screening interviews, assess technical and soft skills, and provide comprehensive feedback to hiring managers. Here are a few features we're considering: - Real-time, conversational AI that can engage with candidates just like a human interviewer. - Customizable interview templates that can adapt to different job roles and requirements. - Integration with existing ATS (Applicant Tracking Systems) to streamline the hiring process. - Detailed reports and analytics to help hiring managers make informed decisions. We're also thinking about how to ensure the AI doesn't deviate from the topic, maintains a conversational tone, and provides a comfortable experience for candidates. I would love to hear your thoughts on: - The potential benefits and drawbacks of using AI for interviews. - What features you think would be essential for such a tool. - Any experiences you've had with AI or automated interview tools. - How you would approach integrating this into a company's existing hiring process.

anigbrowl 2y ago
HR managers will love it, everyone else will hate it for reasons that should be obvious. Why not just have AI file job applications and breeze through the early technical interviews on behalf of candidates?
- itsvaddiparthy 2y ago
  Can you expand on this part please: "everyone else will hate it for reasons that should be obvious." I mean I know the obvious stuff like - "why should I talk to a robot etc" but i honestly feel - we stare at pixels all day. And from my personal experience - most of the Hiring Managers are so fake - and don't give shit and have a ton of bias... Also - was initially thinking of the candidate side software, but honestly I think I can really shape a "Business" if I do B2B... also critique my website - be as brutal as possible. Thanks again.
  - verdverm 2y ago
    If the company cannot invest the human time into interviewing... - they are cheaping out on one of the most important aspects of a business - why should I believe they will invest in their people once I'm hired? - how can I evaluate the people I will be working with? I feel the same way about a first call vs a first programming test. If you don't put a person first, I'm passing on your company

JohnFen 2y ago

I think a company that uses something like this would be telling me that they don't actually have any respect or regard for the people who are applying with them (and, likely, not for their employees or customers).