AI面试，正在变成一场没有人的表演

Core Insights - The recruitment process is increasingly dominated by AI technologies, leading to a competitive landscape where both employers and job seekers utilize AI to gain advantages [3][18][22] - A complex arms race has emerged, with companies deploying AI for efficiency in screening candidates, while job seekers employ AI tools to enhance their applications and interview performances [4][19][28] Group 1: AI in Recruitment - At least 88% of companies are using AI for candidate screening, with 23% employing AI for interviews [3][18] - AI tools are being used to automate the entire recruitment process, from resume parsing to video interview scoring, significantly increasing efficiency [18][19] - The reliance on AI in recruitment may lead to a loss of human insight, as the focus shifts from identifying talent to recognizing data patterns [18][28] Group 2: Job Seekers' Strategies - Job seekers are adapting by using AI to optimize resumes and prepare for interviews, including embedding invisible keywords to manipulate AI screening systems [6][19] - Some candidates are employing AI interview software that can generate responses in real-time during interviews, making it difficult for interviewers to detect [7][9] - The use of deepfake technology to create digital avatars for interviews has been reported, complicating the detection of AI-assisted cheating [9][12] Group 3: Challenges and Responses - Interviewers are developing strategies to counteract AI cheating, such as implementing "closed-eye" questions to test candidates' authenticity [12][14] - The emergence of "trap questions" designed to expose AI-generated responses highlights the ongoing battle between AI systems and human evaluators [12][14] - The recruitment landscape is becoming increasingly complex, with both sides investing heavily in identifying and countering each other's tactics [14][28] Group 4: Ethical Considerations and Future Directions - The proliferation of AI in recruitment raises ethical concerns about the potential for misrepresentation and the erosion of genuine human interaction [22][29] - Companies are encouraged to return to human-centric evaluation methods, emphasizing the importance of personal interaction in assessing candidates [28][29] - The industry must address the need for transparency in AI systems, including clear scoring logic and the ability for candidates to appeal decisions based solely on algorithmic outcomes [29]