Abdul Abdullah’s Post

😎 10,000 interviews in 24 hours. Impossible? Not anymore. Welcome to the brave new world of Hyring. Buckle up. Let's dive deeper, shall we? AI in hiring is like a superpower. Everyone wants to play with it, but not everyone knows how to use it properly. I remember when I first encountered AI in hiring. I was skeptical. How could a machine understand the nuances of human potential? Then I saw it in action. Mind. Blown. 🤯 Here's the truth about AI in hiring: ↳ It's fast → but speed isn't everything ↳ It's efficient → but efficiency can miss nuances ↳ It's data-driven → but data isn't always human So, are we sacrificing quality? Let's break it down: The Good: ↳ AI can screen thousands of resumes in seconds (AI Screener can video interview in few minutes) ↳ It eliminates unconscious bias (when programmed correctly) ↳ It can match skills to job requirements with precision At Hyring Inc. we did a 10K concurrent interviews load test with our AI Screener product and I was blown away. That's not just convenient – it's game-changing. The Not-So-Good: ↳ AI might miss unique qualities that don't fit the mold ↳ It can't gauge cultural fit easily ↳ Candidates might game the system with keyword stuffing But here's the kicker: ↳ AI isn't meant to replace human recruiters → It's meant to empower them. ↳ Think of AI as your super-smart assistant → It does the heavy lifting, allowing you to focus on what matters most: human connection. The key? Balance. Use AI to: ↳ Streamline initial screenings ↳ Identify top candidates quickly ↳ Conduct first-round video interviews ↳ Analyze data for better decision-making But let humans handle: ↳ Assessing cultural fit ↳ Making final hiring decisions ↳ In-depth follow-up interviews Remember: "AI should enhance the recruitment process, not dictate it." I've seen this firsthand. Our Hyring AI Screener can: → create assessments → generate questions → conducts video interviews & even → rank best suitable candidates(data driven) All this in the first round of screening helping HRs save 80% time. But it's the human touch that turns those insights into perfect hires. So, is AI sacrificing quality for convenience? → Only if you let it. P.S. Have you used AI in your recruitment process? What's been your experience? I'd love to hear how it compares to what we've seen with our Hyring AI Screener. Share in the comments! -- Still interviewing manually? Try AI Screener ↳ Join the waitlist → https://lnkd.in/g2jDfcT5 ↳ Can't wait? Book a demo → https://lnkd.in/gbB7Rw64

AI video interviews are automated interviews where candidates respond to pre-recorded questions. The system captures and analyzes these responses using artificial intelligence to assess not only the content of the answers but also factors like body language, tone, and facial expressions. These AI systems provide insights into a candidate’s communication skills, emotional intelligence, and cultural fit, beyond just their resume or application.   The rise of AI video interviews stems from the need for greater efficiency and objectivity in the hiring process. With companies receiving hundreds or even thousands of applications for a single role, traditional interview methods are often too slow and resource-intensive. AI video interviews allow companies to screen a large number of candidates quickly, reduce time-to-hire, and ensure that each candidate is evaluated consistently. https://lnkd.in/dMx3Fi_F #AI #hiring #video #interviews #hiring #candidates #screening

Discover Top talent instantly with AI Interviews Feeling overwhelmed with the amount of resumes you have to go through? Worry not! Enable your team to scan through thousands of resumes to arrive at that best candidate in the shortest time possible. At AI.HYR, we understand your priorities. A call for applications is just the beginning and tip of the hiring iceberg. We have all been there, caught in the whirlwind of activities. Skimming through candidate resumes, setting up phone calls, multiple follow ups with hiring managers, scheduling F2F interviews, managing interview schedules and what not. Here’s how we can assist you in hiring the right talent in the shortest time with the least amount of pressure on your limited resources. AI.HYR offers innumerable tools beginning with assistance to create the perfect Job Description to conducting human-like AI bot interviews to identify the Top Talent. Just follow the below steps to find your Top Talent almost instantly! 🗝 Resume Scanner: Our tool enables you to scan as many resumes as you want, within the shortest possible time to arrive at the best matches for the profile you are hiring. Make informed decisions about interviewing candidates depending on their experience, skill sets, job role fit etc. 🗝 Structured Interviews - At AI.HYR, we take pride in creating a novel interview experience for our clients and candidates. And though 2 companies might share a similar titular role for the position they are hiring, we know that the scope of work could be different. So create your own structured interview with a set of questions to determine the technical as well as behavioral nuances of a candidate. This is your chance to ensure that the candidate fits into your team. 🗝 Human-like AI Bot Interviews - Our human-like AI Bots assist in conducting multiple interviews at the same time. A straightforward apple to apple comparison between multiple candidates is possible all thanks to this tool. Imagine conducting 100’s of interviews in just a few hours. Yes, it's all possible with AI.HYR!  🗝 Transparent Reports - Our reports are extensive and conclusive. Get to know every candidate answer, see the entire interview video, rating for each question and numerical deduction of candidate skills.  AI.HYR is at the forefront of Recruitment Technology not just to save your cost and time, but also to ensure that every candidate gets an equal opportunity to put their best foot forward. And you get your Top Talent! #TalentAcquisition #AIRecruitment #AIHYR #FutureTalent #FairOpportunity #FeedbackLoop #HRTech #Innovation #AIHYR

Are AI interviewers the future of hiring? 🤖 With AI tools now conducting interviews, the question remains: Is this trend in HR tech beneficial—or a step too far? Here are the pros and cons of AI interviews: https://lnkd.in/dV54tjEB How would you feel about being interviewed by AI? Drop your thoughts below and let’s discuss! #hrtech #futureofwork #ai #recruitmenttrends

My Experience with an AI-Based Interview A few days ago, I participated in an AI-based interview—a truly different experience that left me reflecting on its pros and cons. Initially, it felt quite strange to converse with an AI. Unlike traditional interviews, there was no human interaction, no body language cues, and no conversational flow. Adding to the uniqueness, a brief internet issue caused the conversation to restart, leading to overlapping voices—a technical glitch that further disrupted the experience. However, as unconventional as it felt, I see why AI-based interviews are gaining traction. They offer companies a streamlined way to manage high volumes of applications, using algorithms to grade responses and sift through resumes more efficiently. Yet, this process comes with its own set of challenges. One of the key drawbacks is the loss of the human touch. AI relies heavily on keywords, which means candidates need to tailor their responses to fit the system’s expectations rather than naturally showcasing their intellect or unique approach. This could inadvertently disadvantage those who may not be familiar with the right keywords but possess the skills and qualities a role demands. On the other hand, AI-based interviews are a step towards the future, much like ATS systems that candidates have learned to navigate by optimizing their resumes. If this becomes the norm, it’s likely that people will adapt their preparation strategies accordingly. In the end, AI-based interviews have both advantages and disadvantages. They bring efficiency, scalability, and objectivity to the hiring process but can lack the nuance and empathy that human interaction provides. It’s a game of acceptance, and just as we’ve adjusted to ATS-friendly resumes, we might need to embrace this new way of interviewing. What are your thoughts on this shift? Are AI-based interviews a leap forward or a step away from what makes us truly human in hiring decisions?

Job seekers are getting increasingly bold by 'cheating' in interviews — and AI is making it worse Job seekers sometimes use AI to cheat in interviews, which highlights flaws in the hiring process. The rise of certain tech has made it easier to deceive interviewers. Experts suggest clearer guidelines and tech solutions to address cheating and improve hiring. The interviewer asks you a question. You start reading a response generated by artificial intelligence from the side of your screen — maybe even using another app to make it appear your eyes are fixed on the camera. It can feel like there are endless ways to dupe a hiring manager in a job interview — especially one that doesn't involve meeting IRL. The internet is, of course, filled with posts about how people try to sneak past the difficult questions interviewers sometimes ask. It all points to a hiring process that can be terrible for job seekers — and for employers. Executives told Business Insider that improving the hiring process would require more conversations about what constitutes cheating. Many employers will also need to better explain how the application process will unfold so fewer job seekers might be tempted to get sneaky. "A lot of the efforts to cheat come from the fact that hiring is so broken. So you're just like, 'Oh, my God, how do I get through? How do I get seen? How to get assessed fairly?'" Lindsey Zuloaga, the chief data scientist at HireVue, told BI. Is using AI during a job interview cheating? Part of the problem now is that not everyone agrees on what's unethical. There are easy calls, like if someone feeds you answers during an interview. But what about a quick internet search to look something up? Or how about having an AI bot ingest a job description and toss out questions that could come up in an interview? Greg Yang, a cofounder of xAI, posted on X in early October that he'd caught someone cheating during an interview. "The candidate tried to use claude during the interview but it was way too obvious," Yang wrote. He "wasn't even mad," he said, but, instead, was curious about how people cheat in job interviews now. "So we had a nice chat at the end where they taught me all the tricks," Yang said. It's understandable why an interviewer who catches someone in the act might be more curious than angry. Hire Vue's Zuloaga pointed to using chatbots to complete coding challenges as one example of a question without a clear answer. "Customers have different views on whether using ChatGPT is even cheating or not," she said, adding that, according to one line of thinking, "it's just part of the developer's toolbox now." Zuloaga said employers could take simple steps, like defining what cheating means and what the expectations are. "They can say, 'Hey, we want to hear from the real you. Although tools like ChatGPT can be really useful in preparation for an interview, please speak from your own experience,'" she said.

The Interview That Learns from Every Conversation Here's something fascinating about hiring: While we're all trying to predict human behavior, Stanford researchers just showed us how to do it with remarkable accuracy. A groundbreaking study by Park et al. (2024) demonstrated that AI can conduct in-depth interviews and build surprisingly accurate models of human behavior. Their AI interviewer conducted two-hour conversations with over 1,000 people, asking questions about their life stories, values, and perspectives. The resulting AI models could predict participants' actual survey responses and behaviors with up to 85% of the accuracy of the participants themselves. This isn't just academic theory - it's a roadmap for revolutionizing how we hire. Here's how a boutique agency owner, adapted these insights for her recruitment process: The Implementation Journey 1. First, they gathered their historical interview data:    - Past interview notes and outcomes    - Performance reviews of hired candidates    - Exit interview insights from departures This became her knowledge base, similar to how the Stanford team used life story interviews. 2. Using OpenAI's API, they built a two-stage system:    - An AI interviewer to conduct initial screening conversations    - A RAG-powered analysis engine to compare candidates against successful past hires The key innovation wasn't in replacing human interviewers - it was in augmenting them with perfect memory and pattern recognition. The Magic in Action The system doesn't just record responses - it learns. When a successful hire mentioned overcoming a challenging project through collaborative problem-solving, the system remembered. The next time a candidate shared a similar story, it prompted interviewers to explore: - How they built team buy-in - Their approach to stakeholder management - Specific methods for tracking progress - Lessons learned from the experience Human interviewers weren't replaced; they were enhanced. They asked better questions, spotted revealing patterns, and had the collective wisdom of hundreds of past interviews at their fingertips. The Implementation Roadmap 1. Start Small: Begin with a pilot program for one department or role type 2. Collect and Digitize: Gather historical interview data and outcomes 3. Build the Knowledge Base: Create embeddings of past interviews and results 4. Train the AI Interviewer: Fine-tune the system on your company's culture and values 5. Augment, Don't Replace: Use AI as a support tool for human interviewers 6. Measure and Refine: Track hiring success rates and iterate on the system The cost? Less than a single bad hire. The time investment? A few weeks of setup. The return? A hiring process that learns and improves with every conversation.

When recruiting candidates, say bye to the one-size-fits-all interview. AI is revolutionising recruitment by customising the interview experience for each candidate. AI can analyse job descriptions and resumes to generate targeted, job-specific questions. As candidates respond, AI can provide personalised feedback, highlighting their strengths and weaknesses. What’s more, not many people might know this but AI can adjust the difficulty and focus of questions based on previous answers, ensuring a dynamic and challenging interview process. Ensure that you have a Bias Mitigation Strategy to ensure the solution and Data are correctly implemented to support Diversity. However, as I mentioned around two weeks ago, while AI definitely enhances the recruitment process, it’s also crucial to balance technological advancements with human judgment and ethical considerations at the same time. Human insight is essential to ensure fair and inclusive recruitment practices. #AIinrecruitment #recruitmenttrend #hiringpractices

Mastering the AI-Driven Job Interview: Balancing Tech Savvy with Human Connection I've been getting a lot of questions about how AI is transforming job interviews, especially as more companies adopt AI-driven recruitment processes. Here’s some advice on how to navigate this new landscape: 🔹#Human-Centric Skills: While AI can analyse vast amounts of data, it lacks the ability to truly understand human emotions and creativity. For example, Unilever’s AI-powered interviews assess candidates' facial expressions and body language, but your ability to authentically connect with the company’s mission and values will make the difference. Remember, companies like IBM and Procter & Gamble use AI to streamline hiring, but they still value the human touch. 🔹 Leveraging #AI: AI can automate many aspects of recruitment, from resume screening to interview scheduling. Amazon, for instance, uses AI to match candidates with the best-fit roles by analysing past hires’ data. Use this to your advantage—let AI handle the repetitive tasks while you focus on strategic thinking and creativity. Show how you can interpret data and create innovative solutions, skills that AI can’t replicate. Types of AI Interviews: What to Expect - AI-Assessed Asynchronous Video Interviews: In this format, you'll record your responses to a series of pre-recorded questions. - AI-Powered Live Video Interviews: This type of interview combines human interaction with AI technology. You'll interact with a human interviewer, but AI will analyse your responses in real-time. - AI-Driven Chatbot Interviews: These interviews involve interacting with an AI chatbot. You'll typically answer a series of questions through text or voice. Focus on providing clear and concise answers, as the chatbot will analyse your responses based on specific keywords and phrases. 🔹 Continuous #Learning: To stay ahead, invest in learning key areas like data literacy and AI integration. This doesn’t just mean understanding the technology itself but also knowing how to work alongside it. For example, AI-generated questions during interviews are becoming more common, so being well-versed in your industry and the specific role you’re applying for will help you anticipate these questions and respond with confidence. Keep up with AI trends, learn how these tools impact your field, and continually adapt your skillset. Here's a glimpse at the market size of AI recruitment from 2020 to 2030: Year Market Size (in millions) 2020 $380.6 2021 $470.3 2022 $540.4 2023 $590.5 2030 $942.3 ➡ Moving Forward: As AI becomes more integrated into recruitment, balancing technological proficiency with human empathy is critical. By refining your unique human skills, leveraging AI as a tool, and continuously learning, you’ll be prepared to excel in the AI-driven job market. Read more on this from the amazing Morgan McKinley team 👏 #AI #JobSearch #CareerAdvice #HumanSkills #DigitalTransformation

Companies are starting to utilize AI assistants for many tasks and are beginning to use them to conduct interviews. I know that new technology can seem intimidating, but from an HR perspective I really like the idea as you are guaranteed to ask the same questions to every candidte with the exact same tone. There is little chance that small talk will lead to an accidental illegal question and this can truly protect both companies and candidates. While I like it I notice that many people are hesitant to engage with AI in this way. There are many resources to allow you to practice an AI interview including LinkedIn and bestmilitaryresume.com But what is your initial reaction to hearing AI interview? What recommendations would you give to someone about to step into one? https://lnkd.in/gcZ_QsqC