Opinion Piece - Automated Interviewing: The Future of Candidate Assessment

Interviews can feel like a never-ending episode of Groundhog Day. Seriously—how many times can you ask, “Tell me about yourself” before you start questioning your life choices? It’s not that interviews are bad; they’re just... repetitive. And for someone like me, who’s interviewed hundreds of candidates over the years, it starts to feel a bit monotonous. I remember once having to interview 12 candidates in one day for a role. By the time I reached the last interview, I was so fried I accidentally asked the same question twice. It was like being on autopilot. 🙈 That’s when I decided to give automated interviewing a shot. With automated interviews, candidates record their answers to a set of standardized questions, and AI analyzes their responses. It saved me from scheduling chaos and interviewing burnout. More importantly, it brought consistency to the process. I wasn’t just getting answers—I was getting data-backed insights into their personality, tone, and even their emotional intelligence. The results? Consistency, clarity, and less “wait, didn’t I just hear this answer from someone else?” Why I’m a Fan of Automated Interviews: - Consistency is Key: Every candidate gets the same set of questions, so you can compare apples to apples (not apples to pineapples 🍍). - Save Time: No more scheduling madness. Candidates do the interview on their own time, and you get their responses when it’s convenient for you. - Smarter Insights: AI isn’t just listening to the words; it’s also analyzing tone and body language. It’s like having a lie detector in your back pocket. Automated interviews let me focus on what I do best—building relationships with the best candidates—while AI takes care of the rest. It’s the future of recruiting, and I’m all for it.