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New research from , and Dr Rachel Starr and Dr Ernesto Oyarbide explores the implications of automated video interviews for young jobseekers.

The role of Artificial Intelligence (AI) is increasing not only in our daily lives, but also in the workplace, where its use in the hiring process has increased radically, especially during the pandemic.

There is a growing demand among employers for video interviewing services offered by digital hiring platforms, especially in recruiting young jobseekers. Whilst these new technologies aim to bring greater efficiency and objectivity into the hiring process, little is known about their impact on young job candidates.

The new research led by Dr Zahira Jaser explores technologies from the perspectives of the ultimate users: young jobseekers.

Using a mix of interviews of young job seekers, analysis of material published by Hiring Platforms and of technologies used in Asynchronous Video Interviews (AVIs), the research reveals a complex and opaque picture of the use of AI in hiring processes.

It highlights a lack of transparency about the processes involved in AI interviews and a lack of understanding about how young jobseekers are affected. Young people, careers advisers and employers often do not fully understand the implications and the effects of these new technologies on both the hiring process and young interviewees.

Jobseekers such as 21-year-old Elliott, a first-generation scholar and recent graduate, find the experience disorientating and stressful. When asked how he feels about this kind of interview he said: ‘Erm, it might be a bit of a strong word, but maybe a bit of dread, just because they're, they're just so awkward. I don't really like doing them because you're just talking to a camera... I just find it stressful.’

Based on the findings, the authors have put forward a series of recommendations for employers, hiring platforms and policymakers. These include:

• Greater transparency and accountability. Platforms need to ensure that the candidates using the technology understand how AVIs function from the outset.
• Appropriate Prompt Feedback. Employers (and hiring platforms) should offer structured and constructive feedback to job candidates, which could be oriented towards giving them a better understanding of their strengths and weaknesses.
• Creating a Culture of Privacy and Informed Data Consent. There is a need to review and clarify the legal framework for recording candidates during job interviews and ensure it keeps pace with public expectations.
• Create a robust support system for candidates. Careers Services and Public Job Centres should develop a better understanding of the functioning of hiring platforms and develop a series of public awareness campaigns and other information resources for candidates.

The authors conclude that AVIs should not be a candidate’s only interaction with a company. Instead, platforms and employers need to properly balance any use of AI tools with a human approach.

Resources for Hiring Platforms, Employers and HR Managers

In conjunction with the Institute for Employment Studies, the team has developed an to provide employers and careers and employment advisers with crucial information on how to support young people in their transitions to the labour market in the context of new technologies used in recruitment and selection processes.

Read the Policy Brief:

Resources for young people

Through animated videos, the researchers explain why young people feel disorientated by new job-interview technologies and provide guidance on how to make sense of them.

Watch:

The second video explains what kind of artificial intelligence is behind many automated video interviews. It explores how these technologies can have a negative impact on young people's self-perception. The video offers useful tips on how to avoid these negative self-perceptions pitfalls.

Watch:

This research was funded by the ÌìÃÀ´«Ã½Ó°ÊÓ Higher Education Innovation Fund COVID Recovery Programme.

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