The future hiring processes will be conducted by robots.

Try to impress a Robot during the job interview. I guarantee you won’t succeed.

Artificial Intelligence is really skyrocketing. The progress in this area is incredible fast. A lot of today job demands will be strongly diminished and some of them will  be even completely extincted and replaced by algorithms used by Artificial Intelligence.  We are today at a stage where AI can be compared with a new born child which is currently in a deep learning process.  The more data are collected, the more accurate the using of AI will be. And that will happen in Human Resources as well. The interviews today are performed by humans, at the first stage by the so called „ Recruiters“ or “Head-Hunters”. Well …. In the near future those people must think seriously to change their career. I don’t want to say that HR activity will not be performed by humans at all, but for sure many steps from the current hiring process will be performed by AI. Of course there will be the need of humans at some stages, mainly at the final decision of hiring a person or not. But as those of you, who have been so far to job interviews, you all know that the first talk with a company representative doesn’t mean anything. You will never sign any contract after the first formal talk. In big corporation there are many stages in hiring process and for some it can take quite long until you finally sign something. You may even go to a couple of interview sessions without having a clear picture or it may not be even clear what exactly your job will be.  You get just a very formal job description given by the company but such job description contain a lot of lies about your future tasks and many of the candidates are really that naive to believe that the job will be exactly as described. 

If you discover at a later stage that something is not alright, the company of course will try to argue that you don’t have to be sticked to that description but you must show some flexibility. Of course it’s a bullshit, that’s not an credible excuse. Flexibility at work doesn’t mean that you must perform whatever is new, even if is not related to your job at all.  Many times the interviews and even the managers of the department in which you will probably work, they have no idea what actually they are doing there on long term and most important WHY they need new employee. The lack of long term vision is damn visible in many cases. They just want to hire someone in order to fill some gaps but not because they have a vision to develop new products and definitely need some smart-creatives in their team. Most of those interviews are a big waste of resources (time and money) and is very inefficient. And in many cases can cause frustration for the candidate which actually is really ready and skilled for that job but at the end of the hiring process the outcome is negative, and like that many skilled engineers are rejected.

I personally know a lot of skilled engineers who have been at job interviews and after some steps in the hiring process they got exactly nothing. Such cases are very frequent and the main reason is not because the candidate is not skilled enough for the company or he said something inappropriate during the interview. No, none of that. The reason is that the interviews done by humans are very much emotional and based on the perception of body language  or dressing code. Those interviews are extremely subjective, very much based on emotional reaction on the company side by its representatives (the manager himself and his HR partner). Such interviews are similar with a psychiatric session. You go there and you are loaded with all sort of emotions and of course you thing how to lie better in the hope you make a good impression (sometimes if you are a good looking girl and the interviewers are men you may have a chance to be hired , no matter how smart you are).

Therefore one of the main aspect to take into consideration is when you talk about the compensation package and all the benefits that the company in cause will/could provide you. The subject here is of course the MONEY.  So far, I have been to a lot of interviews during the years after my university graduation and I can already see the same pattern in the human negotiation about salary. Here is what I have noticed and I can recommend some tactics to apply in order to delay answering the question about money.  As a candidate for a new job, I recommend to any candidate as job seekers not be the first to open the talk about money. Let the company ask you. Here are some points worth to take into consideration.

It is good to put off answering the salary question as long as possible. You can strategically delay answering the salary questions with a specific number.

When asked:  “What are your salary expectations for the job?” – This is a great opportunity to sell yourself while putting the pressure on the organization to make a fair offer by saying something along the lines of: “I’m more interested in finding a position that’s a good fit for my skills and interests. I’m confident that you’re offering a salary that’s competitive in the current market.” You’re letting them know that you’re confident of your abilities and respect yourself too much to sell yourself short. At the same time, you’re giving them an opportunity to earn your respect by making a fair offer. By doing this, you’re tactfully letting them know you’re not desperate and expect to be compensated appropriately for your time and talent. By playing hardball on the salary issue and not giving in and answering right away, you’re also letting the hiring company know that they’re getting a savvy and tough negotiator if they hire you. This may be the perfect incentive for a better salary offer.

Naturally, some interviewers will press further for a specific number. At this point, you can say something like: “Well, according to my research and past experience, my understanding is that 75-90K per year is typical based on the role and requirements.” This frames the number as “here’s my understanding of what’s competitive” as opposed to “here’s what I want.” If you’ve done your research as a mentioned on one of my previous post you’ll be able to quote a reasonable range and then they can respond.

When asked:  “What are You Making Now?” For the most part, interviewers ask this question believing that offering a salary 10 to 15% higher than your current salary will be sufficient to lure you away from your current position. There are a number of reasons why this question may not be so straightforward for many candidates. Most typically, many candidates are either underpaid or overpaid in their current roles. They fear an overly high or low number could lead to an unattractive offer or knock them out of contention. Others may be making a career change or moving from commission-based to salary work or otherwise in a situation in which the comparison isn’t valid.

If you’re making “too much,” the interviewer may feel they can’t afford you or you are overqualified. This can be a problem if you are okay with taking a lower salary — perhaps because you know you are/were overpaid, you are making a career change, or you are prioritizing work-life-balance or other aspects of the job. It’s far more common for someone to be underpaid and worried about the perception that there’s something “wrong” with them for that reason. If you’re not making the market rate, or close to it, potential employers may begin scratching their heads and asking why. The problem is that many people choose jobs with lower salaries for reasons that have nothing to do with work ethic or job performance including the following:

  • Bonus/commission incentives
  • Flexible working options or reduced hours
  • Better  benefits — health, retirement, tuition reimbursement, etc
  • Fewer work hours
  • Location (cost of living, local job market, etc.)
  • Opportunity to take on new responsibilities and gain experience even if your salary didn’t increase accordingly

You don’t want to let the decision to work for a less than stellar salary in the past derail your opportunity for a competitive salary in the future. In any of these cases, deflection, on this particular question, can be your best bet. Eventually, you will have to address this question. However, you will be in a much better position if you can deflect until they already love you and you have more leverage to negotiate. When pressed to give your current salary when you know it would sabotage your chances, consider the following tactic to delay the question a little longer, if not put it off altogether:

“Since this position is not exactly the same as my current job, let’s discuss what my responsibilities at this company will be and work together to determine a fair salary for this position.” If you feel you must reveal your lower salary earlier than you would like, don’t forget to mention the contributing factors too. Employers will understand that a job in Madrid (Spain) paid less than a job in New York City (U.S.A.), for example.

That’s why I say and I repeat it again, this stages of hiring is very emotional and the human interviewers must be completely removed. And this is for sure going to happen not far in the future.

Sophia from Hanson Robotics is already able to do that.

As I said before AI is at the early stage but will invade many areas of human activity including recruiting process. In fact, already large companies began to actively use artificial intelligence as an assistant. There is no denying that AI is redefining industries by providing greater personalisation not only to companies but also to users and is disrupting how people used to work. Of course, this technology has not yet been completed to the end and cannot completely replace a person and by itself hire employees from beginning to end. But I strongly believe that we have already overcome the first steps in creating digital profiles and now we need to move further and expand the range of AI applications.

At the moment there are several AI-based interview platforms that work the same. Usually the platform is equipped with AI, sentiment analysis, facial recognition, video analytics, neural language processing, machine learning and speech recognition. AI-powered interview platform uses deep learning to deliver a human-like conversation to the candidate and it understands context, complex, multi-part statement, changed answers, or interjections and it can also change conversation direction. Talking about interviewing, these platforms screen candidates based on few parameters:

  • based on candidate’s facial expressions and gestures
  • sentiment analysis of voice and text
  • ability and knowledge required for the job role
  • workplace competencies, cultural fitment and personality

That is not all, these platforms are in continuous learning the process as their machine learning algorithms improve with every conversation. And this means that the more candidates pass through these platforms, the better they analyze potential employees and the better they become. Though A.I. can speed up the process of getting the right candidate in the door, in professional industries with limited job seekers like IT, nursing, top managers, it will be harder to use these platforms, since these positions are not so simple, there will need human intervention. But it does not say that these platforms are useless there, they should also be used and continue to train, they can still ease the task of recruiters and help them select employees better.

Such an Interview could look like this.

While it is certainly too early to talk about sending your own AI-powered digital profile instead of yourself, but soon it will become possible and during the interview one artificial intelligence will communicate with another and it will look very unusual. One day it will come, given the speed of technology development, you should not be surprised if this happens next year for example. Over the past ten years, super fast computers have been invented, rockets have been sent to Mars, artificial intelligence has reached unprecedented heights, and this all seems ordinary to us. For our generation, nothing is impossible and we will be able to achieve a lot in the next few years, which will again seem usual to us, so we will see the emergence of digital profiles as a simple phenomenon. So if your next interview will take place with an AI robot, do not be surprised and try not to lose yourself, because these robots pay attention to your every action and every emotion. The robots have no emotions instead. So you you are good in something you will be definitely correctly evaluated purely according to your skills and not emotions, dressing code or whatever such bullshit the humans are looking for to have a first impression which is actually in the huge majority of cases a fake impression. Nobody can judge the skills of a candidate based only on his emotional presence or other crap feelings that the most of managers and their HR partner put in place after the interview. AI is definitely needed and I am glad that is already coming.

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