Spokesperson: Debashis Guha | Director, Master of Artificial Intelligence In Business | SP Jain School of Global Management The advent of AI, especially Large Language Models(LLMs) and AI agents, is going to introduce many far-reaching changes into the process of recruitment and campus hiring. Some of these changes have already been implemented while others are in the process of being deployed.
One innovation that is already in use is AI-powered resume screening. The screening is carried out by LLM agents that are trained to read resumes and screen them based on job requirements. AI tools for screening resumes have been around for a while, but their performance was somewhat shoddy in the past. More recently developed LLM-powered resume screening methods are vastly superior to the old methods and these have already been adopted by many recruiters and employers.
Another recent innovation is the use of LLM-powered chatbots to handle initial candidate queries, schedule interviews, and provide real-time feedback. This not only automates a lot of routine work, thus freeing up key personnel for more complex tasks, but also improves the experience and engagement of the job seeker.
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AI will also make substantial inroads into the practical details of the hiring process such as resume database storage and retrieval, video interview archival and storage, interview scheduling and calendaring.
A more advanced AI tool that is likely to see widespread adoption in the future is the application of video analytics to job interview recordings. Deep Learning based video analytics can be used to analyse facial expressions, speech patterns, and physical posture during interviews and apply them to evaluate candidates in ways that go well beyond traditional assessments. Research on this topic has been going on for a while now, but commercially available tools that offer this technology are still in a nascent stage. However, the pace of development is quite rapid, and we can expect to see this innovation in wide use very soon.
An even more advanced application will be the use of automated interview bots for initial stages in the hiring process. Generative AI tools already exist that can use image and audio data to create a dynamic facsimile of a person and use this “avatar” to carry on a conversation in an online video format. Recently, a tool was released that lets people construct such a video “avatar” that can attend online meetings and take part in discussions in a meaningful way. This technology is likely to become part of the recruitment process very soon, with the initial interview being carried out autonomously by an “interview bot”.
Automated tests and gamified evaluations have been part of the hiring process for a long while. However, the advent of AI has made testing and evaluation automation much more seamless and fully automated tests and games can be used for much more complex assessments through the use large language and multimodal models and agents built around these models.
Another task that is likely to be automated through the use of Generative AI agents is that of background checks and verification. This is a task that is often outsourced to specialised investigators and agencies. However, the advent of Agentic AI may mean that such specialised agents will no longer be necessary.
All these new tools and their outputs will be organised by LLM agents in a dashboard for quick review, analysis, and verification by recruitment managers. Gen-AI agents can autonomously organise and display data in an easy-to-understand visual format. This technology is still in a formative stage now. However, progress has been rapid, as in most other AI development, and such dashboards and other visualisation tools are likely to be in wide use by the end of 2025.
The use of AI tools may also lead to reduced bias in hiring. A substantial amount of research has been conducted in the field of AI to ensure that their operation is ethically sound and that the data and algorithms used by AI systems do not fall prey to biases and discrimination that may be present in past practice. The use of ethical AI can lead to substantial improvements in this area.
The holy grail of AI for recruitment is a full predictive analysis of a job seeker’s performance, right from the submission of a resume to the final interview. All recruitment processes have a predictive goal: that of selecting employees who are going to add the most value to the enterprise in the long run. This selection must be done using a variety of data such as resumes, cover letters, written and online tests and assessments, possibly gamified, a series of interviews, and background verification. Once autonomous procedures and full record keeping have been introduced at all levels of the recruitment process, AI will be able to apply predictive analytics, using Deep Learning and other advanced techniques, to assess the expected future value of each applicant and replace the current seat-of-the-pants approach by a fully data-driven and AI-based method.
The process of recruitment, whether on campus or otherwise is poised for many groundbreaking changes brought by the use of AI tools, leading eventually to a possible automation and fully data driven predictive approach in the long run.
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