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Expert advice: How to screen and interview candidates who want to use AI tools
- Despite a rush to apply emerging tech to HR practices, experts acknowledge limitations in candidate use of AI in job application processes.
- Dr. Serena Huang emphasizes the caution needed with AI, citing its potential to mislead employers about candidates' abilities.
- Hiten Sheth from Gartner highlights recruiter reports of encountering candidate fraud, complicating the identification of qualified candidates.
- While AI tools may aid in resume positioning, Sheth believes limits should be set for AI use in interviews to ensure hiring integrity.
- AI use in applications could benefit non-native speakers and those with communication barriers by helping them present their credentials effectively.
- Huang and Sheth advocate for clear boundaries in interviews, with Sheth emphasizing transparency and maintaining hiring integrity.
- Huang suggests redesigning interview processes to focus on real-time demonstrations of skills rather than relying on pre-prepared content.
- Both experts stress evaluating distinctly human attributes in interviews, highlighting skills that AI assistance cannot develop authentically.
- Huang recommends interview segments that challenge candidates to explain their reasoning and thought processes, not just their conclusions.
- Regarding the future role of AI in hiring, experts urge its integration to enhance decision-making without replacing human oversight.
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