Hire released AI interview application status and trend report: the Internet, finance, machinery manufacturing industry is the most widely used

"The duck is the first to know when the water in the spring river is warm", the recruitment platform is the earliest party to perceive the changes in the recruitment and job-seeking market.

Back in late 2019, Hire launched its AI interviewing product in the industry. This timeline is three years ahead of the 2023 AIGC hit.

After four years, the situation of AI interview has undergone a huge transformation, from the initial promotion for enterprises frequently hit a wall, to now become a thousand lines of business enterprises to borrow the power to reduce costs and increase efficiency of the powerful tool.AI interview is an unstoppable trend, leading us into a new era of talent acquisition.

Based on the current era, we hope to deeply explore the application of AI interviews in enterprises, and analyze what specific problems AI interviews actually solve for enterprises. Based on the data of Hunt-Doris, the AI interview product of Hunt-Doris, the "AI Interview Application Status and Trend Analysis Report" has been written, aiming to analyze the acceptance and use of AI interviews in different regions, industries, and functions, as well as to explore the development trend and potential opportunities of AI interviews in the future.

One,Analysis of AI Interviewing in the Enterprise

1,The number of AI interviews created by companies in the last year is up 448.2% year-on-year

AI interviews are gradually realizing the leap from edge to mainstream. Hunt-Doris data shows that in the past year (2023.9.1 - 2024.8.31, the same below) the number of times companies created AI interviews on Hunt-Doris increased by 448.2% year-on-year.

Hire AI interview product leader, test and training business leader Liu Ying said: "At the end of 2019, we launched the first generation of AI interview products 'Magic Mirror', but it has been very difficult to promote for the enterprise side, and this year it can be clearly felt that when mentioning AI interviews to customers, the enterprise's Interest is very high, the initiative to consult the AI interview companies are also increasing significantly. This year, Hunt-Doris signed more than a thousand new customers, from this trend can also be clearly felt, the acceptance of enterprises to AI interviews is rising significantly."

2、The industry distribution of enterprises using AI interviews

(1) AI interviews the most widely used industries: Internet, finance, machinery manufacturing in the top three

From the distribution of the industries of the enterprises using Hunt-Doris for AI interviews in the past year, IT/Internet/games ranked first with a share of 21.7%; finance and machinery/manufacturing ranked second and third, with a share of more than 9%; and professional services, healthcare, and consumer goods ranked fourth to sixth.

IT/Internet/game industry talent competition is fierce, at the same time, because of itself for the technology frontier industry, technology sensitivity, the acceptance of new technologies and application speed faster, coupled with the current overall trend of enterprise cost reduction and efficiency, so the use of AI interviews for more companies.

The financial industry, especially in segments such as banks, is characterized by high concurrency in recruitment, and AI interviews can significantly improve recruitment efficiency while reducing human and material resources. At the same time, AI interviews can provide objective, standardized assessments and reduce bias caused by human factors. In terms of compliance and regulation, it can ensure the fairness, impartiality and transparency of the recruitment process. Therefore, the financial industry favors AI interviews.

Machinery/manufacturing industry is usually a labor-intensive industry, the enterprise scale is large, there is a large number of recruitment needs for various types of operators, skilled workers, etc., the position of the talent skills requirements are high. In addition, the production bases of machinery/manufacturing enterprises are often distributed in different regions, and there is a need for cross-regional recruitment. ai interview can be used to solve the problems of cross-regional recruitment and talent skills assessment while improving the recruitment efficiency.

The professional services industry has more companies using AI interviews because of the diverse and urgent needs of their clients, as well as the need for accurate talent screening and efficient team building.

2) Banks in the financial industry use AI interviews most widely; machinery/manufacturing industry machinery/equipment use AI interviews most widely

Through an in-depth analysis of the enterprises that used Hunt-Doris for AI interviews in the past year, we found that in the IT/Internet/game industry, the Internet, computer software, and e-commerce ranked among the top three in the application of AI interviews. These segments are more sensitive to technological innovation and have relatively rapid business development, requiring efficient and accurate recruitment to meet talent demand.

In the financial industry, banks, funds/securities/futures and insurance are in the top three. Banks, funds/securities/futures financial institutions have high concurrency in talent recruitment and strict requirements for risk control and talent selection, and AI interviews can provide a more objective and standardized assessment. Insurance, due to the high mobility of talent and recruitment, also favors AI to improve efficiency.

In the Machinery/Manufacturing industry, Machinery/Equipment, Industrial Automation, and Metal Products are the top three. In the professional services industry, professional and technical services, human resources services, and other business services are in the top three; in the healthcare industry, pharmaceuticals, medical devices, and biotechnology are in the top three; and in the consumer goods industry, food/beverages/liquor, apparel/textiles/leather, and daily chemicals are in the top three.

3, Guangdong, Zhejiang, the use of AI interview companies accounted for the country's top two; Zhejiang Province, Hangzhou, Ningbo, the highest acceptance of AI interviews

In terms of the distribution of provinces where companies using Hunt-Doris for AI interviews in the past year, Guangdong, Zhejiang, Beijing, Shanghai and Jiangsu ranked in the top five.

All of the above areas are among the economically developed regions with many large-scale enterprises and high-tech enterprises. These enterprises are more receptive to new technologies and applications. At the same time, the competition for talents in these regions is fierce, and AI interviews can make a comprehensive assessment of the candidate's ability and character. In order to reduce labor costs and improve recruitment efficiency, many enterprises have begun to use AI interviews to automate the processing of a large number of resumes for the initial screening of talent.

Observing the five provinces where the use of Hire-Doris for AI interviews has been most prevalent in the past year, we found that Shenzhen and Guangzhou enterprises in Guangdong Province ranked the top two in terms of the percentage of enterprises using AI interviews; Hangzhou and Ningbo ranked the top two among enterprises in Zhejiang Province; and Suzhou and Nanjing ranked the top two among enterprises in Jiangsu Province.

4,AI Interview High Frequency Functions TOP4: Human Resources/Administration/Finance/Legal Affairs, IT Internet Technology, Supply Chain/Logistics/Purchase/Trade, Sales/Customer Service

In the past year, the data of enterprises using Hunt-Doris to conduct AI interviews show that human resources/administration/finance/legal functions apply AI interviews most widely, accounting for 12.9%; IT Internet technology, supply chain/logistics/procurement/trade followed in second and third place, accounting for more than 10%; sales/customer service, production/manufacturing/R&D, pharmaceutical/ medical devices/medical care, civil service/scientific research/others, products, operations, life services/retail ranked fourth to tenth.

Human resources/administration/finance/legal affairs involves the basic support of the daily operation of the enterprise, job demand and process standardization, AI interview can efficiently screen candidates; IT Internet technology-related functions are technology-intensive fields, the professional skills of the talent requirements are high, AI interviews can be programmed through the test, the technical knowledge of the Q&A and other ways to quickly screen out the relevant skills and experience of the candidates to improve the efficiency and quality of the recruitment process. efficiency and quality.

Supply chain/logistics/procurement/trade-related functions are also highly standardized and have a high demand for talent, and AI interviews are able to more efficiently assess the key metrics required for the position. Sales/customer service, production/manufacturing/research and development-related functions usually have a greater demand for talent, and the former has higher requirements for the candidate's communication expression, on-the-spot reaction, persuasion, patience and other dimensions, and the latter has higher requirements for the candidate's operational ability, hard-working, etc. AI interviews can be tailored to the above dimensions to assess, and form a quantitative assessment of the results, which is able to more efficiently, objectively and fairly help companies recruit the right talent. It can help enterprises recruit suitable talents more efficiently, objectively and fairly.

Two,Problems solved by AI interviews for enterprises and effectiveness analysis

1, AI interview and traditional offline interview recruitment efficiency comparison

1) Thousands of times more efficient Reinventing Recruitment Efficiency

AI technology in the field of recruitment interviews to bring the most significant changes are mainly at two levels: first, in the face of school recruitment, blue and gray collar and other large-scale interviews, significantly reduce the cost of time, manpower and material resources invested in recruitment interviews; second, the recruitment efficiency is greatly enhanced.

As far as school recruitment is concerned, when enterprises carry out offline interviews, it takes 5 minutes to interview 1 person on average, and if each HR works 8 hours a day, a HR can interview 96 people a day. ai interviews in the case of no branch school recruitment, social recruitment, the average interview time of each person on the hunter-Doris in the past year is nearly 15 minutes, and only if we calculate with the concurrent capacity of 2,000 people, the number of people that ai can interview every day will reach 192,000 people. The number of people that reached 192,000 people.

Many user practices also show that this change brings great results. Senior Manager of Talent Recruitment and Employer Branding of Greater China for a famous luxury brand said, "Under normal circumstances, the recruitment cycle of sales staff in one of our stores takes about 20 days, which can be shortened to 12 days through Hire-Doris." After using Hire-Doris, the recruitment cycle of a catering company's executive trainee position was sharply reduced from the original 5 days to 1 day.

AI interviews can dramatically improve interviewing efficiency, freeing HR from tedious interviewing tasks and allowing them to devote themselves to more valuable matters.

2) Job modeling accurate screening talent, AI interview evaluation and senior interviewer rating consistency greater than 90%

Improving efficiency at the time level is the basic ability of AI interviewing, and whether it can accurately screen the right candidates and effectively improve recruitment efficiency is the key to measuring AI interviewing products.

Compared with offline interviews in which interviewers have different standards and levels and are easily affected by human bias and preference, AI interviews realize accurate assessment of talents by constructing job competency models. Take Hunt and Doris as an example, its talent assessment model is based on more than 100 assessment dimensions at seven levels of the McClelland Iceberg Model, which is able to deconstruct the competency model of each position in the enterprise and determine clear assessment dimensions. At the same time, based on the large amount of business data and industry Know-How that the company has accumulated over the years in the talent assessment business, the company has fine-tuned the large model so that each competency assessment dimension has a detailed behavioral scoring standard, which in turn generates accurate and objective evaluations.

According to Liu Ying, "Big companies are basically the main ones that use AI interviews now. Large enterprises attach great importance to their employer brand and excellent talent, so the use of AI interviews will be very cautious. There are also many companies that use our AI interview products at the beginning, will use real interviewers to do another review or sampling, to see the consistency of the ratings of the candidates. One of our banking clients initially did not believe that AI could do accurate interviews, and they reviewed and compared all the AI-interviewed candidates manually, and found that the consistency between the AI interview scores and the company's interview expert scores was greater than 90%."

2, AI interview applicants to the interview rate of 85% state-owned enterprises, wholly foreign-owned enterprises / joint ventures to the highest rate of interviews

Compared with traditional offline interviews, the attribute of AI interviews at any time and any place makes the arrival rate of job seekers significantly higher. From the Hunting and Recruiting-Doris nearly a year of enterprise use, job seekers involved in AI interviews to the interview rate of 85%. traditional offline interviews, job seekers to the interview rate of 60%.

From the AI interviews initiated by enterprises of different natures on Hunt-Doris in the past year, state-owned enterprises and wholly foreign-owned enterprises/joint ventures have the most prominent arrival rates. Institutions/government organizations follow in third place; private/private enterprises are in fourth place.

State-owned enterprises and wholly foreign-owned/joint ventures usually have higher stability and good welfare protection, which are more attractive to job seekers, who tend to pay more attention and actively participate in the interview once they are given the opportunity.

The long recruitment time span of institutions/government organizations, fierce competition, and relatively uncompetitive salary package have a slight impact on the arrival rate. Hong Kong, Macao and Taiwan wholly-owned enterprises/joint ventures are less diversified than wholly foreign-owned enterprises/joint ventures in terms of management mode and corporate culture, which may be different from the expectations of mainland job seekers. Meanwhile, the brand influence of such enterprises in the wider geographical area such as the mainland is more limited, and other factors may lead to a low motivation for job seekers to participate in the recruitment process.

3、Enterprise talent recruitment and retention costs plummeted 90%

AI interviews also bring unprecedented cost saving benefits to enterprises. Dai Kobin, Chairman of the Board and Chief Executive Officer of the Tongdao Hunt Group, once bluntly stated that the use of Hunt-Doris can save enterprises more than 90% costs.

Offline batch interviews are often accompanied by high organizational and operational costs, including interviewer training, travel expenses, venue rental, etc. AI interviews, through digital means, realize the interview process online, which greatly cuts down on unnecessary human and material expenses.

At the same time, before the emergence of AI, many enterprises will spend hundreds of thousands or even millions of dollars a year to build a talent consulting assessment system, now the combination of talent competency modeling and AI, AI can provide talent promotion, talent assessment, new employee probationary period assessment and other services for the enterprise on a per-person basis, which not only significantly reduces the initial cost of the enterprise's investment, but also ensures the accuracy and consistency of the assessment results, and greatly improves the Cost-effectiveness.

4, AI interviews in the school recruitment and blue and gray collar interviews in the market potential is huge

The advantages of "fast, accurate and cheap" brought by the superposition of AI and industry know-how are naturally compatible with the large-scale recruitment needs in the recruitment scenario. Therefore, the current AI interview has great potential for penetration in school recruitment and recruitment of blue and gray collar positions.

Campus recruitment is characterized by high concurrency, with a large number of candidates flooding into the recruitment process in a short period of time.AI interviews can accurately and quickly screen candidates, saving a lot of manpower and material costs for enterprises. At the same time, through the standardized assessment process, the consistency and accuracy of candidate screening can be improved, so the current application of AI interviews in campus recruitment is very common. Blue and gray collar positions are usually faced with the dual challenges of large-scale recruitment needs and high turnover rates, so the degree of adaptability with AI interviews is also very high.

"With the continuous progress of technology and the pursuit of cost reduction and efficiency by enterprises, AI interviews will definitely become an integral part of the recruitment process of enterprises in the future. However, at the same time, we should also recognize the limitations of AI technology, which is currently more suitable for dealing with standardized and repetitive work tasks, and cannot be replaced by AI for those positions that require innovative thinking, complex decision-making and personalized solutions. Therefore, the core of AI interviewing is not to replace HR, but to significantly improve efficiency for HR's work. The excellent HR in the future is the one who will use AI tools to improve efficiency." Liu Ying stated.

The AI era is coming, and as more and more companies begin to use AI interviews, talents should also actively embrace this trend and take the initiative to adapt to the new changes brought about by AI interviews. Only by keeping an open mind, actively accepting and skillfully getting along with AI can we better show our personal strengths in AI interviews, so that we can stand out in the fierce competition for jobs and open a new chapter in our careers.

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