以下文章来源于脑极体 ，作者珊瑚 脑极体 . 从技术协同到产业革命，从智能密钥到已知尽头 本文来自微信公众号： 脑极体 ，作者：珊瑚，题图来自：AI生成 2025年，某社交平台上一篇帖子火了。一位网友打码贴出录用意向书，略带调侃地宣布："达成靠AI 挂面率为零的新成就。" 评论区迅速发酵，有人质疑，有人求攻略，更多人晒出了自己的战绩： 有人用AI优化了数十份简历后，拿到了心仪面试；有人靠实时辅助软件，顺利通过了某国企的AI视 频初筛。 当企业用AI快速筛选简历、用虚拟人进行第一轮面试时，求职者也开始用AI武装自己，试图以技术 对抗技术。 一个怪圈已然形成：企业部署AI以求效率，求职者使用AI以求机会。两者相遇，面试不再是求职者 与公司的对话，而是演变成了屏幕两端AI系统的博弈。从美化简历到伪造面试表现，一场围绕AI的 攻防战正在重塑人才市场的第一道关卡。 那么，市面上有哪些AI辅助面试形式？我们又该如何看待这样你攻我防的面试对决？ AI面试魔法对轰 根据世界经济论坛的调查，当前至少百分之八十八的公司已在招聘中运用人工智能筛选求职者，其中 百分之二十三甚至用AI进行面试。求职者也在用ChatGPT之类的生成式A ...

新京报记者 丛之翔 实习生 张启扬 编辑 杨海 校对 李立军 记不清这是第几次面对她了。这位有着标准职场形象的女性，在整个秋招季里，几乎与许晴的求职邮件 如影随形——这是她的AI面试官。九月以来，许晴已经参加了近20场AI面试，但每一次她面对的，几 乎都是同样的枯燥场景。 眼前的这位AI面试官，脸上始终挂着平静的微笑，并不会因许晴的表现改变神色，也不会与她有任何 多余的互动。只会在她答完一道题后礼貌地点头，再用机械的女声发出指令，"好的，我们进入下一 题。" 许晴性格开朗、能言善辩、热衷挑战，把面试视为一场与面试官的较量。面对真人时，她并不怯场，高 压的氛围、刁钻的提问，反而能激起她的战斗欲望，帮助她快速转动大脑，生成最恰当的回答。面试官 被震慑住的表情，她百看不厌。 但面对AI时，这份表达欲被吞没了。许晴深知眼前只是一团没有生命的算法，那个妆容精致的面试 官，连嘴角上扬的弧度都不曾变化，这让她觉得没劲。 更何况，在许晴看来，AI面试官也并不专业，它抛出三五个问题，尝试探究面试者的性格、能力、经 历。但对许晴来说，这些问题空洞且缺乏针对性，根本不能展现她的优点。 这一次，她终于忍无可忍，面试中途便退出程序，让 ...

Group 1 - The "National Recruitment Action" event held on September 20 attracted 785 companies and institutions, offering over 16,000 job positions, with nearly 1,000 universities participating and over 5,000 initial intentions reached on the day [1] - The event saw nearly 20,000 attendees engaging in discussions, with 17 specialized recruitment zones set up to match talent supply and demand, including areas for postdoctoral stations, foreign trade companies, and artificial intelligence [3] - A digital intelligent matching system was utilized to facilitate job searches and location matching, alongside an AI job-seeking empowerment area that provided AI interview experiences to assist students throughout the job application process [5][7] Group 2 - The 17th China International Exchange and Cooperation Conference for Overseas Students and Youth Talent Exchange (Recruitment) was held in Nanjing, attracting over 1,200 companies and institutions, offering more than 20,000 job positions [8] - The event specifically catered to overseas students seeking development opportunities, with eight designated areas for job seekers, including a focus on key industries with 406 companies recruiting [9] - A major area was dedicated to four key industries in Nanjing, including biomedicine, integrated circuits, new-generation information communication, and robotics, creating an interactive platform for talent, government, enterprises, and universities [9]

Core Insights - The job market for computer science graduates in the U.S. has become increasingly challenging, with many graduates struggling to secure positions despite the high expectations set by industry leaders [4][5][6] - The rise of AI programming tools has significantly reduced the demand for entry-level software engineering positions, leading to a notable increase in unemployment rates among computer science graduates [10][11] Group 1: Job Market Trends - Since 2025, the IT job market has shown signs of weakness, with the U.S. Bureau of Labor Statistics (BLS) revising down job growth figures for May and June, indicating a potential continued decline in July [6][8] - The total number of IT jobs has decreased by 26,500 this year, with significant reductions in May (4,300 jobs) and June (9,300 jobs) [6][7] - The unemployment rate in the IT sector reached 5.5% in June, surpassing the national average of 4.2% [8] Group 2: Graduate Experiences - Many computer science graduates report a frustrating job search experience, with some applying to thousands of positions without success [9][10] - The unemployment rates for recent graduates in computer science and computer engineering are notably high, at 6.1% and 7.5% respectively, compared to lower rates in other fields [8][9] - Graduates express feelings of disillusionment, with some resorting to non-technical jobs due to a lack of opportunities in their field [4][9] Group 3: Impact of AI on Employment - The proliferation of AI programming tools has led to a decline in demand for entry-level positions, which are typically sought after by recent graduates [10][11] - Graduates are increasingly facing automated hiring processes, where AI systems screen resumes and conduct initial interviews, leading to feelings of being undervalued [11][12] - Some graduates prefer to avoid AI interviews altogether, feeling that the process lacks a personal touch and diminishes their dignity [12][13] Group 4: Industry Response - Human resources experts argue that AI interviews can streamline the hiring process, allowing recruiters to focus on top candidates [14][15] - However, the reliance on AI in recruitment poses new challenges for job seekers, as it may create barriers to entry and reduce the chances of being noticed by hiring managers [15]

Core Insights - The article discusses the significant role of AI interviews in transforming blue-collar recruitment, highlighting the challenges faced in traditional hiring methods and the potential of AI to enhance efficiency and effectiveness in this sector [1][2][20]. Group 1: Current State of Blue-Collar Recruitment - Blue-collar workers are crucial to various industries, including manufacturing, logistics, and retail, yet face significant recruitment challenges [2]. - Traditional recruitment methods are inefficient, with interview volumes reaching 150-200 candidates per day, leading to high turnover rates and poor job matching [2]. - The lack of standardized interview processes results in subjective evaluations, further complicating the hiring landscape [2]. Group 2: AI Interview Trends - AI interviews are rapidly penetrating diverse job roles, with large enterprises (over 5,000 employees) seeing nearly 100% growth in client numbers from 2022 to 2024 [7]. - The actual usage of AI interviews is increasing at an exponential rate, with interview instances growing over threefold annually, resulting in a tenfold increase over three years [7]. - The assessment criteria for blue-collar positions prioritize basic adaptability, stable output, and potential growth, reflecting the industry's focus on cost-effective and stable labor rather than high-level skills [10]. Group 3: Efficiency and Value Chain Transformation - AI interviews significantly reduce recruitment cycles, saving 40%-70% of time costs and lowering manual labor costs by allowing HR to focus on higher-value tasks [11]. - The technology supports 24/7 interview scheduling, enhancing candidate experience by minimizing logistical burdens [11]. - AI interviews are reshaping the recruitment value chain, improving candidate engagement and streamlining the hiring process [11][12]. Group 4: Best Practices and Case Studies - The white paper presents successful applications of AI interviews in various blue-collar sectors, including logistics, retail, and manufacturing, showcasing tailored solutions to specific industry challenges [13][14]. - Notable case studies include Midea Group, which improved recruitment efficiency and standardization, and Domino's China, which supported rapid expansion through unified hiring standards [16][17]. Group 5: Customized AI Interview Solutions - The white paper outlines customized AI interview solutions for industries such as logistics, hospitality, retail, and smart manufacturing, focusing on core job requirements and operational efficiency [18]. - A comprehensive implementation support system is established to ensure the effective deployment of AI interviews across complex scenarios, enhancing cost-effectiveness for businesses [18].