I guess for a seasonal job, where maybe you don’t care as much about the human interaction aspects of the job I’d be okay with this.
If I ever got an AI interviewer at a company I was interested in working for long term, it would be dead on arrival. Interviewing is a two way street. Candidates glean info about their possible teammates and work experience from the interviewer, just like the interviewer gets a read on the candidate.
Also if I am having someone join my team, I’d want to get to know them first. I’m sure the goal isn’t to have this replace every interview panel but it feels icky to me outside of a seasonal job.
While this is for seasonal, entry-level screening of hundreds of thousands of workers, as you say...
...I kind of think this is an improvement for a lot of cold applicants. HR talent acquisition teams can be terrible, and I surmise many would take their chances.
Hard pass. Their automated code screens before you even talk to a human were bad enough to deter me from applying, I will continue to not subject myself to their interview process.
If I know there is no human in the loop in my hiring process, I will not apply.
However I am an (ostensibly) privileged software engineer. This article says that this will be used for the holiday rush. Contract/warehouse workers are often the most oppressed working class. It’s sad that this can be forced upon them.
Posting a question here for anyone on hiring panels - is AI tooling generally allowed during coding interviews now? Are coding interviews still a thing? Just wondering where the general landscape is today. I'm coming out of semi-IC-retirement, have deep knowledge and technical, but I've never been much of a competitive coder.
LLMs have been a game changer for me - allowing me to attempt the craziest and most hard things I could ever imagine and loving every minute of it (eg. making any Windows Forms application run on Linux/macOS, rewriting TradingView charts into a cross-platform wgpu backed native charting library lol).
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[ 3.9 ms ] story [ 33.0 ms ] threadIf I ever got an AI interviewer at a company I was interested in working for long term, it would be dead on arrival. Interviewing is a two way street. Candidates glean info about their possible teammates and work experience from the interviewer, just like the interviewer gets a read on the candidate.
Also if I am having someone join my team, I’d want to get to know them first. I’m sure the goal isn’t to have this replace every interview panel but it feels icky to me outside of a seasonal job.
...I kind of think this is an improvement for a lot of cold applicants. HR talent acquisition teams can be terrible, and I surmise many would take their chances.
However I am an (ostensibly) privileged software engineer. This article says that this will be used for the holiday rush. Contract/warehouse workers are often the most oppressed working class. It’s sad that this can be forced upon them.
LLMs have been a game changer for me - allowing me to attempt the craziest and most hard things I could ever imagine and loving every minute of it (eg. making any Windows Forms application run on Linux/macOS, rewriting TradingView charts into a cross-platform wgpu backed native charting library lol).
That’s just embarrassing.