Initially, instead of face-to-face interviews, applicants communicate remotely via Zoom.
Then the applicant is “met” by a pre-recorded video address from the HR manager.
Finally, the interview is conducted by an avatar, completely generated by a computer.
The rise of generative AI platforms, such as OpenAI and Anthropic, allows companies to further automate the process—for example, by asking additional questions based on the topic.
Talently.ai is one service that converts interview questions france number data into text and uses prompt engineering to generate answers. Its founder, Qasim Salam, claims that his company helps save up to 80% of the time needed to close a job.
Salam believes that AI interviewers are less biased than humans. "They don't get angry, they don't get in a bad mood," he says. "They don't care what color your skin is, where you're from, or what your accent is. AI judges candidates solely on their merits."
HR companies that use artificial intelligence emphasize that they are able to select candidates who exactly match the client's needs. For example, Sarbojit Mallik, co-founder of Indian HR startup Instahyre, says that Uber looked for different specialists when recruiting employees for its American and Indian offices.
In the first case, the company wanted more systems-oriented specialists, and in the second, enthusiastic startupers. Mallick argues that a successful AI model can learn these preferences and apply them to candidate selection — even if the company itself is aware that it is looking for a certain profile.
This raises concerns that there could be an element of bias built into this hiring model. But Mallick insists that Instahyre excludes requests that are directly discriminatory — for example, where an employer believes only men are suitable for a particular role.