Interviewer.AI - What’s the technology behind it?
At Interviewer.AI, we build Explainable AI to help teams identify desirable talents in their talent acquisition processes. Having an Explainable AI framework allows us to provide insights on the key performance factors of candidates and minimize the risk of prejudice judgements that may arise from black-box AI approaches.
Our Explainable Al assesses interview candidates’ soft skills through evaluation of key success factors identified by I/O psychology heuristics and industry knowledge
From asynchronous video interview data provided by candidates. visual, audio and textual information can be extracted for computer vision. natural language processing. and audio analysis tasks for our Al to perform.
These observable pieces of information are evaluated by our Narrow Als (41 that were built to specifically measure these observable features of a candidate such as eye-contact. emotional state, energy level. etc.
These observable features are then provided as data points to evaluate the candidates’ key success factors through a combination of I/O psychology heuristics and machine learning to arrive at the final interview score of the candidate.
Concerns Regarding our AI
- Gunning, D., Stefik, M., Choi, J., Miller, T., Stumpf, S., & Yang, G. Z. (2019). XAI—Explainable artificial intelligence. Science Robotics, 4(37).
- Robles, M. M. (2012). Executive perceptions of the top 10 soft skills needed in today’s workplace. Business communication quarterly, 75(4), 453-465.
- Kačamakovic, M. K., & Lokaj, A. S. (2021). Requirements of Organization for Soft Skills as an Influencing Factor of Their Success. Academic Journal of Interdisciplinary Studies, 10(1), 295-295.
- Dickson, B. (2017, May 12). What is Narrow, General and Super Artificial Intelligence. TechTalks. https://bdtechtalks.com/2017/05/12/what-is-narrow-general-and-super-artificial-intelligence/.
- Correll, S. J., & Benard, S. (2006). Gender and racial bias in hiring. Memorandum report for University of Pennsylvania.
- Petersen, T., & Togstad, T. (2006). Getting the offer: Sex discrimination in hiring. Research in Social Stratification and Mobility, 24(3), 239-257..
- Wilson, M., Parker, P., & Kan, J. (2007). Age biases in employment: Impact of talent shortages and age on hiring. University of Auckland Business Review, 9(1). Dickson, B. (2017, May 12).