MyInterview is a new tool for recruitment purposes using analytics to score video recordings of candidates answering pre-determined questions. However, it does not seem appropriate to use analytic software since it is not entirely correct to analyze human qualities using artificial intelligence (AI). According to Schmitt (2013), the effectiveness of selection, from the scientific viewpoint, lies in the accurate measurement of differences between individuals. Using AI analytics to analyze human capabilities appears as a method that does not identify individual differences, dividing people into groups based on certain criteria. Although such methods may provide specific information, they cannot go further than the established settings, meaning that people with exceptional talents or capabilities may go unseen. It is probably the main disadvantage of the tools implementing artificial intelligence for human selection analytics, like MyInterview.
However, candidates and hiring managers might have different views on the subject. Firstly, candidates will likely reject using this practice since they want to demonstrate their skills and knowledge to a real person, namely an HR manager. Explaining one’s work experience, background, and education to a computer may feel uncomfortable or unimpactful. Managers, in their turn, would probably be happy to use such tools in their work – it significantly eases the selection process, allowing HRs to analyze more candidates in a shorter time. However, Goldstein and Passmore (2017) state that “an organization is a reflection of its people, and the success of the organization depends on the quality of the talent employed by the organization” (p. 3). It is improbable that AI analytical software can actually evaluate people’s talents. Only a real person can conduct such an assessment, analyzing a candidate based on their organization’s goals and specificities. MyInterview cannot do that, which is the main disadvantage of such tools.
References
Goldstein, H. W., & Passmore, J. (2017). The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. Wiley.
Schmitt, N. (Ed.). (2013). The Oxford handbook of personnel assessment and selection. Oxford University Press.