Xobin provides an automated artificial intelligence (AI) scoring system to rate the accurate score for interview questions and answers specified by users.
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I help job seekers land offers at Amazon, Apple, Google and McKinsey -- here's how I tell them to use AI to prep for success
Interviews are the hardest part of the job search process. But AI can help you prepare -- and get you one step closer to landing the job. I'm a former leader of LinkedIn's Education Team and was an OpenAI partner on the ChatGPT launch during my time at Khan Academy. These days, I help students and career coaches tap into the power of platforms like LinkedIn and tools like ChatGPT. I partner with top universities like Harvard, Stanford, and NYU, and I help job seekers land offers at companies including Google, Apple, Amazon, and McKinsey. To understand how I've used new artificial intelligence tools to help candidates get jobs with some of the world's most selective employers, it helps to start not with the AI algorithm, but the human one.
CNBC
Mon, 13 Jan, 4:26 PM UTC
AI Tools Revolutionize Job Search Strategies for 2025
As AI adoption in the workplace accelerates, job seekers are leveraging generative AI tools to enhance their job search, from resume optimization to interview preparation. This trend is reshaping recruitment processes and giving tech-savvy candidates a competitive edge.
3 Sources
Wed, 8 Jan, 4:02 PM UTC
LinkedIn Introduces Free AI Tools to Revolutionize Job Hunting and Recruitment
LinkedIn launches AI-powered 'Jobs Match' and recruitment tools to streamline job searching and hiring processes, aiming to address inefficiencies in the job market.
6 Sources
Thu, 16 Jan, 12:03 AM UTC
AI's role in recruitment and talent management - why enterprises should proceed with caution for now!
Here's a question - is AI helping or hindering the recruitment and assessment process? LinkedIn is full of tales about how hard it is to get hired because of automated processes. Will AI advances make this situation any better? To explore this, I spoke with Elaine Pulakos, CEO of workforce assessment provider PDRI by Pearson. PDRI, founded in 1975 and bought by Pearson in 2022, pitches that it uses evidence-based research to provide talent management for both the public and private sectors, covering hiring, assessment, and employee management in organizations. Pulakos believes there is huge potential for AI, with applications ranging from helping to build test assessments, thru screening resumes, to monitoring job performance. But crucially she is cautious about the role of AI, arguing that it has to be used in conjunction with lots of evidence-based research, and constantly benchmarked against human intelligence alongside the artificial variety: We are finding that AI is very useful when it's properly employed and tested, and you do the right research and training. It develops items much more efficiently, and quickly. The reality is it's really good when you have that human oversight and training. That said, she adds: We're a science-based company, and it takes a lot of time and effort to do the research. I think, in a lot of cases, people are just using AI without that. I believe we should be leveraging the technology, but there is that possibility that it could not be giving you the right answer. Typically you have real impacts on people's lives. I think the responsible companies are mindful of that. We want to be careful that the measures that we're using to select people are going to work and that they're going to give companies the best people to do the jobs. It is not easy research and takes time. But unless you do that research, you can have a lot of assessments out there where there's no proven relationship between the assessment and how people do on the job." For its part, PRDI by Pearson uses algorithms and gen AI in recruitment to evaluate responses, although Pulakos stresses that the models do need to be trained properly, as well as having humans in the loop: We have expert human raters evaluate things, and then we train the AI on those things. We test what the AI is doing against experts to make sure that it's giving us what we think it should. AI can do tremendous things, and offers very powerful tools, but you really need to monitor and evaluate, and make sure that the AI is trained on solid data, and that requires a lot more work than just letting it run amok. She adds: If we could be guaranteed that the AI was giving us more accurate and correct evaluations of people in pre-hire and post-hire, it would be a tremendously powerful tool, but the reality is, we're not there yet, and we can't be assured, and it has consequences. Pulakos cites bias as a good example of how things go wrong. In the pre-hire space, for example where AI algorithms are applied to resumes, Pulakos has seen research showing that they can be fraught with bias, and actually replicate human biases: You might have certain groups of people who are disadvantaged, or even wonky things, like the person's name is Fred, and somehow Fred's a good name, but Billy isn't. Some of it is mass bias, and some of it's just one-off, wonky stuff. On the employer side, we worry about how AI was trained. There are biases that are built into the AI that then disadvantage certain types of people. Seeing evidence of that, we get what appears to be legitimate assessments of people, but bias has been built into the algorithms, and come to conclusions about people's skills, capabilities, and their job performance based on that. Then there is deliberate AI 'cheating'. PDRI by Pearson has done extensive research into whether it could detect if a job applicant was using AI to respond to interview questions. The company posited that if an interviewer probed deeply, following up on specific questions AI wouldn't be able to provide convincing answers. In fact, it did better than expected, admits Pulakos: It was pretty credible, but we were able, at least today, to detect when people were using AI. The language they used wasn't natural, and there's a bit of a time lapse between when AI hears the question and produces a response. But maybe it's just a matter of time before the tools get so sophisticated we won't be able to tell. The company is currently developing assessments that incorporate AI, which Pulakos believes will get around cheating, and has developed certain types of assessments that are hard to cheat even with AI. But she thinks that skills-based hiring needs to adapt to the rapidly changing technology landscape, where people need to regularly learn new skills: When you're hiring, it really doesn't always make sense to hire people based on the skills they possess today, because they're not going to last long. People are going to have to learn new things rapidly. They're going to have to adapt to changing situations, and tolerate stress well. There are personal characteristics and professional skills like communication skills, agility, and interpersonal skills that people need to bring to any job in order to be successful in their careers. So when we're hiring, we need to be focused on these enduring skills that are going to help companies identify who's going to be the best worker, no matter what happens, no matter what they need to learn, they're going to be agile, smart enough to learn it and be able to cope with it just with their personalities. To that end, PDRI has developed workstyles assessments to measure these skills which uses a sophisticated algorithm on the back end to score them in real time. Pulakos said that AI helps to find out about hard skills, like certified credentials by scraping people's online activity. But when it comes to soft skills, it is much harder. She concludes: When it comes to soft skills that I believe are going to be most important going forward, you just can't do it without some sort of formal assessment of how well you can handle changing situations, and how truly interpersonally skilled you are. That's why we think there's still a place, even in the age of AI, for looking at soft skills in a rigorous kind of way, and AI helps us develop those assessments. To an extent we use it to score the assessments, but without some sort of really good scientific assessment it isn't there yet. So, is AI helping or hindering? Well ,whilst AI will have a significant impact on the recruitment and retention conundrum currently facing organizations, right now it needs to be handled carefully. Throwing untested AI at recruitment won't get you the best candidates, and using AI to cheat on job applications is likely to be spotted. In other words, proceed with caution.
diginomica
Thu, 6 Mar, 12:30 PM UTC
You Can Use AI to Help You Ace Your Job Interview, but There's a High Cost
Carly Quellman, aka Carly Que, is a multimedia strategist and storyteller at the intersection of technology and the humanities, investigating how perspective can enhance, rather than overstimulate, the world. She can be found online and near the closest south-facing window in Los Angeles. If you've got a job interview looming, you know how much preparation will go into it. Researching the company, prepping your answers to potential questions and figuring out how to express your skillset is all part of a good interview strategy -- but sometimes, the reality of an interview doesn't equate to what you prepared for. The jittery, anxious pre-interview feeling is all too familiar. Maybe, like me, you start to dissociate from the overwhelming conversation, losing a sense of connection with the person you're speaking to. Imposter syndrome can show up -- and take you down -- in seconds. Yes, you can find ways to cope with anxiety through things like meditation and breathing. Yes, you can always refine your preparation practice. But it would be nice to have support during the call to keep your confidence up and focus intact while pitching yourself to someone who has (likely) never met you in person. Enter: Final Round AI, an artificial intelligence tool that helps you prepare for your interview and polish your skills. The suite of AI-powered tools offers real-time "on the fly" interview transcription and support, mock interviews and resume building across 100-plus roles in consulting, marketing, finance, software, product, data science and dev ops. It also offers resources like a blog with tips and commonly asked questions, plus guides that provide visual and written how-tos for common tech-related issues. Final Round AI is a new tool that joins the ever-growing number of AI-powered companies and platforms for job seeking -- founders Michael Guan and Jay Ma launched it in late August 2023. While still in its infancy, Final Round AI is designed to offer many ways to support your career-related needs. If you're looking for an all-in-one job seeker-support system, this could be it -- or, at least, a worthwhile attempt to navigate your professional journey (and inner turmoil). But after attempting to navigate the platform, my stance on it changed. Final Round AI's Interview Copilot allows you to create various types of interviews across multiple fields, and can access analytical reports for each one. Here's how to try it out: Premium plans start at a steep $112 per month, but the company has a $10 million scholarship program to support job applicants. This provides those who secure job offers with the help of Final Round AI's Interview Copilot to receive a "scholarship" that waives 100% off subscription fees. This feels misleading and untrustworthy, considering how the platform advertises itself. It seems that when you subscribe to Final Round's "God Mode" plan (really?), you will be given six months of its cheapest subscription for "free" -- though you're required to pay $672 upfront. If you land a job utilizing its AI-powered software, you can claim a 100% scholarship, which will refund up to $672 (scholarship amount undetermined) four to six weeks after submission. Terms and conditions for reimbursement include a copy of your job offer with details including position title, start date and salary. At the time of writing, Final Round AI is also offering 10% off any subscription for students, veterans, first responders and medical professionals, as well as anyone recently laid off. This can't be used for the God Mode scholarship offer, or your scholarship will be disqualified. The actual free aspects of Final Round AI include access to potential interview questions, where you can enter a keyword concerning a company, job position and technical or general topic; an AI Resume Generator, which can provide Applicant Tracking System optimization (and is currently in beta mode); a ChatGPT-style AI Career Coach; and Guides, where it shows you how to launch a live or mock interview alongside a step-by-step visual example. While robust in quantity, I can't say these features offer anything incredibly innovative or new from other AI platforms. I don't think a virtual interview can truly gauge if you're the right fit for a company -- particularly when you're not in person. So while some may see aspects of Final Round AI's platform as a copout for knowledge and expertise, or a potential mishap (if the AI-generated text is incorrect), I see it as a real-time note-taking system with feedback. I have vivid memories of performing poorly in interviews because I was trying to do just that -- perform to the best of my abilities rather than have a conversation with another human. This has made me a staunch advocate for anything that can alleviate overwhelming feelings attached to the unknown. Final Round AI attempts to do just that. However, my two issues with Final Round AI are... significant. The "bright and shiny" aspect of a new company that is innovative, yet potentially problematic. With the number of lawsuits that have circulated in response to other areas of AI like voice impersonations and copyright infringement, I am wary of the safety concerns that may arise when it comes to the company's Interview Copilot -- an AI-powered tool that you can use on your end during your real interviews that gives you live tips on how to answer. For instance, if an interviewer isn't aware that artificial intelligence is listening and responding to their voice, where's the line between what's supportive and what's legal? And in the case of illegal use, who is liable -- companies like Final Round AI or the interviewee? Secondly, its free versus paid membership service is misleading. Final Round AI advertises itself for its Interview Copilot, with a button referencing the ability to "Get Started [for] Free." Yet, as soon as you navigate to this part of the platform, you're unable to do more than upload a resume before being prompted to "upgrade your membership." I respect transparency. As someone excited to trial this portion of the platform, this turned me off as a potential customer. With its platform barely a year old, time will likely answer these questions and hopefully rectify its other challenges. (Final Round AI didn't respond to my request for comment by the time of publication.) Until then, I wish anyone job seeking well. May your resumes be immaculate and your interviews be handled with confidence and ease... with Final Round AI's help or not. (Remember: Meditation is, actually, free.)
CNET
Mon, 24 Feb, 7:07 PM UTC
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