Dr Cakil Agnew

Dr Cakil Agnew is Assistant Professor of Psychology at Heriot-Watt University, Dubai. Dr Agnew received her PhD from the University of Aberdeen in 2010. Following her PhD, she worked as a postdoctoral research fellow in the Industrial Psychology Research Centre at the University of Aberdeen and she joined Heriot-Watt in 2014.

Her research focuses on the impact of safety culture and leadership on performance at work, in high-risk industries. Dr Agnew has published and presented her work in international journals and conferences.

Dear Machine, Can I trust you? The effectiveness of Artificial Intelligent interviews in predicting individual differences during the hiring process


In the digital era, Artificial Intelligence (AI) is revolutionizing numerous tasks and processes currently managed by the human capital. It is safe to say that AI has a significant disruptive impact to either augment or potentially replace numerous human tasks and activities across multiple diversified industries whether it be manufacturing, retail, healthcare, logistics, etc. (Dwivedi et.al, 2021).

The increased acceleration of cognitive technologies and advancements in AI technology, plays a critical role in how organizations rethink their ability to thrive and achieve outcomes that were not previously feasible. Hence, more than ever organizations are now redefining their processes in order to be able to use a combination of people and technology to leverage their abilities.

For instance, AI is currently augmenting the hiring process in more than one way, such as using AI to improve candidate experience, or support recruiters by taking over the mundane tasks of gathering and analyzing information. Also, more organizations are now examining how AI can assist hiring decisions and help recruiters in not missing out on crucial talent.

The aim of this study was to investigate the potential effectiveness of AI interviews to predict apparent personality traits (automatic personality perception) based on visual, audio, and language cues obtained from interview videos by comparing the personality traits results obtained from the video interviews for n=100 participants’/volunteers’ to the participants’/volunteers’ personality traits results obtained from completing a traditional traits self-inventory (BFI-44).

Quantitative data was then collected and analyzed using quantitative survey methodology to determine whether AI interviews can effectively be applied within the field of HR or not. The study examined whether AI interviews can be utilized with minimal risk of bias and unfairness or more precautions must be considered before using AI interviews.



Reference:

1. Dwivedi, Y. K., Hughes, L., Ismagilova, E., Aarts, G., Coombs, C., Crick, T., ... & Williams, M. D. (2019). Artificial Intelligence (AI): Multidisciplinary perspectives on emerging challenges, opportunities, and agenda for research, practice and policy. International Journal of Information Management, 101994.



Dr Cakil Agnew