As a result, the standard hiring process may change, experts say.
For example, generative AI can create pre-interview presentations, so employers may introduce tougher assessments accordingly. “The responsibility is to test and evaluate what the machine can’t do,” he says Miller. “Generative AI can organize data in interesting ways, but it is not particularly creative and only works with what already exists. It could mean a rating that
Additionally, Brooke Weddle, a partner at McKinsey & Company, a Washington, DC-based consulting firm, said face-to-face vetting of candidates may be more important. She says, “Employers value cultural fit and soft skills during the interview process, as opposed to cover letters that convey little information critical to the actual hiring decision.”
Additionally, some recruiters are already adopting new AI tools for aspects of the hiring process. For example, some large companies are leveraging his AI in their hiring process to test the qualifications of job seekers through skill and personality assessments. It uses data-driven behavioral insights to match candidates with vacancies and reveal their soft-her skills.
This kind of new platform, which gives recruiters more data about candidates, could also change the job search process, especially “as we move from degree certification to skills-based hiring,” Weddle said. increase. And this may just be the beginning of big changes to come.
