Wen | Zinc scale Li Wenjie

Editor | Chen Dengxin

"Don't go near the AI interview.Scratch1.0It will become unfortunate. "

It is another year of recruitment season, and the new main force of the job market is coming. According to the data, the number of college graduates of the class of 2024 is expected to be 11.79 million, an increase of 210000 over the same period last year. Faced with such a large number of job seekers, companies are increasingly using AI tools in the recruitment process. Among them, AI interview has become the standard in the fields of banks, foreign enterprises and fast consumer goods.

More and more job seekers have to pass the eye of AI interviewers before entering a company, which is not easy. Judging from the comments on social media platforms such as Little Red Book and Weibo, job seekers often feel helpless in the face of AI interviewers: "anti-human", "hate all AI interviews", "AI interviews have never been successful". There are also job seekers who struggle with their homework or "use magic to defeat magic".

However, the large-scale application of AI interview products has become an inevitable trend. In order to improve the screening efficiency and reduce labor costs, many large and medium-sized companies have made AI interviews daily. Recruitment platforms such as 58.com, Hunting and Niuke are obviously aware of this trend and have made frequent efforts in the past two years.

When a "digital man" interviewer in formal clothes appears in front of the screen, it may not just be a test of beating workers.

A migrant worker who was stopped by an AI interview

From the moment he received the AI interview notice, Tong Lin began to be nervous. Although she has mastered the AI interview process: first log in to the system to check the information, check the computer camera and microphone, tidy up the grooming, and then press the OK button. Then, an AI interviewer in formal attire appeared in front of the screen, and Tong Lin had to remind himself when she or he asked a mechanical question, "smile, don't glance, and make time to answer."

Tong Lin, who is graduating from a 211 university in Chengdu, has been busy looking for a job since the end of the year. It was only after receiving frequent notifications of AI interviews that she realized that AI interviews had become "standard" in many big companies. In fact, the AI interview process she went through was more or less the same, with AI interviewers writing questions and job seekers recording videos to answer, "most of the time, if you don't answer the same question well, you still have a chance to re-record the video to answer it."

Although he has experienced no less than 10 AI interviews, Tong Lin still feels that "AI interviews are more difficult to perform than real-life interviews."in the face of real-person interviewers, they are more interactive, the other person's response is more intuitive, and they can quickly adjust their status. But the AI interview always makes me feel like facing an emotionless robot, and you can't get timely feedback from his facial expressions and movements to adjust your status. "

Like Tong Lin, Fang Ying has recently experienced many AI interviews. "AI interviews are very procedural, and many real-person interviews will ask more targeted questions based on your answers, which may magnify your strengths." But AI interview questions are often repeated, and you need to state similar content many times. "

In order to pass the AI interview smoothly, Fang Ying saw a lot of experience sharing online, such as dress and face, English question preparation, Chinese question sorting method, eyeball direction and so on. Some netizens even share that they can train the ability of AI interview through AI dialogue tool, "tell AI the job requirements and content, and let the other person be simulated as an interviewer" so as to adapt to AI interview in advance.

However, in Fang Ying's view, some companies'AI interviews are still "going through a process". "I feel that the probability of screening people is relatively small, as long as they are not particularly abnormal, they can basically enter the next round."

In fact, in Weibo, Xiao Hongshu and other platforms, there is a lot of sharing about AI interviews. Among them, in the little red book, there are more than 50, 000 notes about the AI interview. There are many job seekers, like Tong Lin, who either don't know how to prepare or are unable to adapt, while others say "use magic to defeat magic" and "use ChatGPT to prepare answers and let AI interview AI."

In addition, on Zhihu platform, the topic of "AI interview" has generated 1.36 million page views, and experience sharing posts such as "AI interview score points", "AI interview Summary and points for attention", "AI interview answering skills and methods" and other experience sharing posts have received more views.

Recruitment giants seize the blue sea of AI

When workers work hard for AI interviews, third-party AI interview service platforms are rushing into this blue ocean.

In recent years, HR SaaS service providers and online recruitment platforms are taking advantage of the opportunity to add related technologies and products. Among them, Tongdao hunts its multifaceted Doris to introduce a large language model to launch the second generation of AI interview products. According to Dai Kebin, chairman of the board of directors and CEO of Tongdao Hunting Group, Dai Kebin, chairman of the board of directors and CEO of Tongdao Hunting Group, has publicly said that customers have grown rapidly since the launch of multiple Doris, and now it has served 400 to 500 enterprises.

Last year, 58.com also launched a new intelligent AI interview tool-AI recruitment Superman, which has the functions of generating recruitment advertisements, interview questions and so on. Zhaopin launched AI facelift, claiming that it can "comprehensively analyze and evaluate the job quality of candidates by combining video analysis technology, voice analysis technology, deep semantic understanding technology, facial feature recognition technology, measurement technology, etc., and finally analyze the talent portraits of candidates." Niuke, the SaaS platform for HR recruitment, which focuses on campus recruitment, is also targeting AI. Ye Xiangyu, CEO, has predicted that 2024 will be the year of the explosion of AI applications, and the time will come for a new generation of AI-driven recruitment leaders in the recruitment industry.

The latest news is that according to the recent announcement of the State intellectual property Office, Ping an Bank (000001) Co., Ltd. has obtained an authorization bulletin number CN111126553B entitled "Intelligent Robot interview method, device, Storage medium and device". The application date is December 2019.

Thus it can be seen that the AI interview track is surging. And how exactly does this track make a profit?Scratch1.0?

Zinc scale learned that the current AI interview service platform on the market mainly provides two charging modes: one is to charge by person-time.

Take Niu Ke as an example, according to its official customer service, the basic price of AI interview service is 35 yuan per person, and large consumption can provide a corresponding discount. When the zinc scale asked if there was a long-term package, the other party said, "in essence, it is charged by the number of people." In addition, according to the information provided by the customer service of Hainer AI interview, its fee standard is mainly charged according to the number of people. "A person's interview is about 15-30 yuan."

The other is to cooperate with enterprises in customized projects, and the fees for such projects range from more than one hundred thousand yuan. According to the zinc scale, at present, most medium and large enterprises mainly choose the mode of charging per person.

Will the AI interviewer replace HR?

A survey by 36 Krypton Weather Vane last May showed that 75 per cent of HR respondents thought their jobs would be partially replaced by AI, while 3 per cent of HR surveyed thought AI would completely replace them.

And this concern is not unfounded. Amazon tested an "automatic job seeker evaluation" algorithm internally in 2021 and quickly laid off hundreds of HR the following year. By 2023, the e-commerce giant had launched a second round of layoffs of about 9000 people-hard hit by layoffs in its human resources and retail divisions.

There is no denying that there are many pain points in traditional recruitment scenarios. For example, what often happens in the school recruitment process is that hr is unable to quickly interview and screen a large number of candidates in a short period of time. For example, China has 8.Scratch1.0.500 million blue-gray collar and 3Scratch1.0.50 million white-collar workers, while the blue-gray collar is more mobile. As Hu wrote, about 300 million blue-collar workers look for jobs three times a year, and there is a lot of room for rent-seeking.

So, what specific changes can AI interviews bring to the enterprise?

Fast consumer giant Unilever has released a set of data: through the AI system to save 100000 hours of interview time, can save 1 million of the annual recruitment costs.

According to Tech Planet, the relevant person in charge of the recruitment of its AI interview product "Multifaceted Doris" said that only in the interview session, if you take the traditional offline 5-minute fast interview, it takes 20 HR to complete 5000 interviews in 3 days, and if you use multifaceted AI digital officer Doris,48 hours, you can complete 5000 interviews, which is equivalent to a digital interviewer who can complete 20 HR in 2 days.

"in fact, from the perspective of HR, the current AI interview is more like an assistant, reducing part of the work burden." Liu Yinyin, the HR of a large company, felt very tired every recruitment season, especially in the preliminary screening stage. "most of the time, she can only pick her resume at random." However, through the AI interview for preliminary screening, she only needs to screen the candidates with higher scores through the background, "because it will give a basic overall score, and then there will also be details such as oral English evaluation and logical analysis, which is simple and clear, which really saves a lot of screening time."

However, she also mentioned that most companies are still running-in with AI interview service. "sometimes when you look back at the interview video, many people are more unnatural in front of the camera, which affects their ratings, but they are actually good in terms of work experience and work ability." So we sometimes return to the interviewer's experience of the AI interview. "

In addition, HR said on social media, "what HR does is not just an interview, even if AI can currently take part of the job interviewed, it will not completely replace HR." Especially in the face of some high-end talents, experienced HR is often needed. "

Therefore, it may be too early to talk about AI replacing HR, but it is not difficult to see that AI tools are further revolutionizing the recruitment market, and both job seekers and enterprises will face new challenges. As for the major recruitment platforms, can they grasp this tuyere?

(the names in the article are all aliases)

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