We all know about the advancements in technology witnessed over recent years. But could robots really be used to conduct job interviews? This is a question which would have been ridiculed if suggested a few years ago, but it now doesn’t seem so ludicrous. There is a common structure known for carrying out interviews. Meet the hiring manager, answer all the questions they have, and ask your own at the end of the conversation. However, could using robots instead become a more successful alternative? At first glance it doesn’t seem so, but there are potential benefits to it.
Saves the company time and money.
The first major positive of using robots to conduct job interviews is that an important team member doesn’t have to. Normally, interviews will be carried out by individuals with much influence on the running of a company. As a result, interviewing takes them away from other important duties they may have. If this was no longer required, they would have more time to focus on other tasks, which could help the company make more money. This increased available time may also help other staff members become more productive. Furthermore, managers can dedicate the extra time to provide support for underperforming employees.
Candidates may be more confident and open.
Another potential benefit of using robots to carry out interviews could be the differing responses it may bring from candidates. Interviewing is a pressurised situation, and many dread the idea of having to go through it. You always have to ensure you are saying the right things and coming across in the right way. However, the pressure of an interview may be lessened by the use of robots. It is likely that candidates will feel more confident in front of a robot, as opposed to a human interviewer. Therefore, they may be more open and honest with their responses. If that is the case, then a much more reliable impression can be concluded about a candidate. Not to mention you will probably find out more about their personality in this situation.
There is no personal touch with such a rigid system.
If you are utilising robots to conduct interviews then you will have to program them to ask certain questions in a particular order. That is all well and good, but it’s an extremely rigid process. An interview should be an opportunity to build a relationship with the candidate, but this would not be possible. There would be no flow of conversation, which may mean the necessary detail is not extracted. It would also be difficult to judge whether a candidate will be a good culture fit, something that is crucial to any hire. Moreover, the candidate will not be able to ask any questions they have, which may mean they don’t find out crucial bits of information they require. There has to be direct dialogue between both parties to fully distinguish whether a good match has been established.
How would a final decision ever be made?
Once all the candidates have been interviewed by the robot, how would you go about making a final judgement? Unless the robot was so advanced that it could transfer everything that was discussed, it would be almost impossible for a final decision to be reached. It is likely that an important member of staff would have to extract all the details from the conversations that were held. From that, they would judge who gave the best responses. However, they would still have very little evidence of a candidates’ personality and how they came across. Furthermore, considering the time that would have to be spent analysing the responses, they may as well have carried out the interviews themselves.
Therefore, even though using robots sounds like an interesting option, it would ultimately prove unsuccessful. It may encourage candidates to be more relaxed and open, but it does not provide a company with enough information about them. No rapport can be established, and in the end, it would do very little to save time once all the analysis has been carried out at the end of the process. An intriguing idea? No doubt. A realistic one? No, certainly not yet.