GrahamTheDevOK, I know it has been a while since I have had a rant, I've been trying to be good OK...but this one just got me.
Today I saw an announcement for an "AI interview system".
I do not generally wish ill on companies, I know how hard it is to build a business.
But I truly, honestly hope that this company burns through all of their VC cash in record time, crashes and burns spectacularly and sends a clear message to all companies even considering this crap that this is not where AI should be used. (and then that the founder and employees move on to better things with no repercussions...it is the product I hate not them!).
A dystopian future
Dramatic sub-heading to go with the dramatic opening right?
Imagine it, you get selected for interview (as you managed to formulate a CV that impresses the AI CV checker that the company inevitably uses) and instead of a company valuing your time enough to send an actual human to interview you, you are instead greeted by this:
Oh gee whizz and golly gosh, I get to get interviewed by a Disney character! Lucky me!
Now imagine sitting listening to Flynn Rider from Tangled (but with glasses and freckles...those are to make him look friendlier I guess?) ask you about your experience, reasons for applying to the role etc.
Imagine interviewing and not being able to pick up on social queues for if you should expand on a point (or stop talking as you have said enough).
Then, imagine Flynn asking you to complete a leet code question (innovative) while saying "you can ask for more information if needed" and hoping it doesn't hallucinate and give you the wrong guidance.
Or do you even dare to ask for help?
Would that mean that this GPT (which I am hoping is not like every other AI start-up and just ChatGPT with a new skin and voice recognition added) think that asking a question shows that you are a weak candidate?
Anyway, at the end, Flynn thanks you for your time and then runs an analysis on your answers for the company you applied to that was stupid enough to think this is a good idea.
Imagine how good a job it will do at that! Capturing all the nuance of a conversation and your demeanour, because you will truly let your people skills shine talking to Flynn!
Sigh...well at least managers will love it though as the report uses nice friendly looking fonts and speaks with the usual confidence of Chat GPT / LLMs.
AI Assessment: The candidate displays excellent communication skills of though and organised idea presentation. They effectively illustrated how they leveraged their communication skills to create a positive group dynamic. The candidate uses work-specific vocabulary appropriately, indicating a good understanding of their career field. They are engaging, showing a strong interest and enthusiasm in the subjects at hand.
I gained a lot about the candidate from that, didn't you? Assuming that is even from this candidate and not a hallucination.
Gaming the system
Let's imagine a company actually bought into this steaming pile of excrement and actually started using it.
6 months have passed and they have hired 20 engineers (by which I mean, people who have no dignity, or despise people and don't mind talking to Flynn, or are that desperate they are willing to sit through this crap).
Now the fun begins!
Nobody will check the recording of interviews anymore, they will just rely on Flynn's assessment.
Do I speak a certain way so that ChatGippity (sorry, I meant Flynn) thinks I am engaging?
Can I drop say "I would tackle this SQL by using Quick Sort React as it is easy Rust to implement TailWind and fast enough for purpose." into the interview to "keyword stuff" my dialogue and impress my new AI overlord?
Either way, with how easy it is to game AI systems, I imagine someone will inevitably release a "guide to fool the AI interviewer" guide soon. (side bet: it will cost $29 on Gumroad and contain 2 pages of info written by ChatGPT, like most guides I see on TwiX, but I am getting distracted by an entirely different rant there, lets stay on track! 🤣).
Team quality
I have eluded to this a couple of times, but imagine what sort of "talent pool" you will end up with at stage 2:
Start with 100 candidates.
Now remove 25 of the ones who have enough dignity to realise that any company who uses this software does not value their time. These are also likely to be the higher quality candidates who have more options BTW (By The Way).
Now remove 20 people who have disabilities. Why? Because 1 in 6 people have a disability and AI models are trained on data sets that generally do not include disabled people.
No biggy, we just lost our best candidates and became a company that excludes disabled people...but of course we could avoid this discrimination by forcing disabled people to self identify early in the process and avoid the AI interview and introduce bias that way instead. At least that is human bias I suppose, a slight improvement over AI bias possibly.
We still have 55 people left! And we all know this software is designed to reduce our pipeline of applicants down to potential candidates so it is doing great!
Now remove some black people, let's say 5 applicants.
Why? Same reason as the disabled people of course, our data was not trained on black people, so it will likely exclude them also as they don't "conform" to our model.
Now we have 2 types of people: those who spent a couple of hours reading articles on how to manipulate AI (they call themselves "prompt engineers" and we all know that that is the best type of engineer) and those who are just regular people (let's call them "normies") who have a passion for the work and are talented, but perhaps aren't good at presenting themselves.
We get 15 "prompt engineers" through the process and only 5 "normies".
I know that on my wish list of employees I always favour those people who think that changing one word in a prompt makes them an engineer over those who can actually problem solve, so we are still winning!
Plus, everyone is using AI now to make them into 10x engineers with super high code quality so finding prompt engineers is a big plus!
Mission complete! We have now successfully removed:
- candidates with dignity
- disabled people (ewww, who would hire them)
- black people (way to go back 60 years - AI truly is the future!)
- genuine problem solvers (who needs that, just output more code!)
- people with "people skills" - we want people with "please AI skills" remember?
And reduced our potential candidates list down by 80%! Winning!
All for the low-low price of $199 a month. Imagine the savings!
We used AI recruitment and things are GREAT!
I was fortunate enough to speak to a founder from the future who has used this AI system for interviewing, they think it was a huge success:
True we have a few "growing pains".
We have huge staff turnover so nobody understands the code base. Who would have thought that people who were desperate enough to complete our interview process would jump ship for better opportunities at the first chance they get?
We are spending 80% of our time on code refactoring, apparently this will be fixed with the next AI model as that one will respond to our "prompt engineers" better. Plus we recently hired a couple of people who know how to solve problems...but we need more and hiring them is tough as we can't use AI to find them sadly. So we have to get engineers to interview them, and our engineers are busy, refactoring code.
We have burned through our $15 million seed funding, but don't worry, we use AI so we will get more investment. (although I do worry about the fact that hype around AI is dying down...perhaps we could add NFTs to our product to get that hype back?).
Oh and obviously there was that one incident where 5 of our team were found to be working multiple jobs and not actually contributing, but the "overemployment problem" is a tech-wide problem, I don't think AI hiring attracted the sorted of people who would game the system like that, we were just unlucky.
But, on the plus side, our accountant tells us we saved over $7000 on recruitment costs this year, so I can't wait to tell our investors about it, I am sure they will be pleased.
- JustAIn DufrAIne.
Wrapping up
As you can probably tell, I think this product and idea is one of the stupidest things I have seen in a long time.
Did the company do any research or user testing before building?
Did they even consider what an interview process hopes to achieve (hire people who are a good team fit, dependable and can work well with others)?
I could go on!
So what will you do? Would you interview for a company using AI-vetting?
I do have one more thought: perhaps there is a silver lining to all of this...I can use this tool as a way of vetting companies and save my time interviewing for any of them who think this is, in any way, a good idea.
So I say "bring on the AI interviewers", I could really use the help narrowing down my job search at the moment!
