Job seekers are becoming bolder in their approach to interviews, with some resorting to ‘cheating’ methods to navigate the increasingly challenging hiring process, exacerbated by the use of Artificial Intelligence (AI). Employers and job seekers alike are grappling with defining what constitutes cheating, as tactics like using AI bots to assist in interviews blur ethical lines.
Lindsey Zuloaga, chief data scientist at HireVue, emphasizes the need for more clarity and communication in the hiring process to prevent job seekers from feeling compelled to cheat. While some actions like having someone provide answers during an interview are clearly unethical, the use of tools like chatbots or AI for interview preparation raises questions about fairness and transparency.
Zuloaga suggests that employers define cheating and set clear expectations for candidates to prevent misleading practices. Genuine responses from job seekers should focus on their experiences and problem-solving skills rather than generic or evasive answers that lack specifics. Employers can also leverage technologies like blockchain to validate candidates’ credentials, ensuring a level playing field for all applicants.
The prolonged and convoluted hiring process can lead to frustration for both job seekers and employers. Ravin Jesuthasan, a global leader for transformation services at Mercer, highlights the challenge posed by the growing use of AI in recruitment, creating an ‘arms race’ between candidates and employers seeking a competitive edge.
In conclusion, addressing the root causes of cheating in interviews requires a collaborative effort from employers, job seekers, and technology providers. By promoting transparency, defining cheating, and streamlining the hiring process, both sides can work towards a more equitable and efficient recruitment experience.
