LinkedIn’s AI Generates Candidate Screening Questions From Job Postings

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LinkedIn’s AI Generates Candidate Screening Questions From Job Postings (venturebeat.com) 3

Posted by msmash on Friday May 01, 2020 @03:50PM from the shape-of-things-to-come dept.

LinkedIn is using AI and machine learning to generate screening questions for active job postings. From a report: In a paper [PDF] published this week on the preprint server Arxiv.org, coauthors describe Job2Questions, a model deployed that helps recruiters quickly find applicants by reducing the need for manual screening. This isn’t just theoretical research — Job2Questions was briefly tested across millions of jobs by hiring managers and candidates on LinkedIn’s platform. The timing of Job2Questions’ deployment is fortuitous. Screening is a necessary evil — a LinkedIn study found that roughly 70% of manual phone screenings uncover missing basic applicant qualifications. But as the pandemic increasingly impacts traditional hiring processes, companies are adopting alternatives, with some showing a willingness to pilot AI and machine learning tools. Job2Questions is designed to reduce the time recruiters spend asking questions they should already have answers or exposes gaps candidates themselves can fill.

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- Re: (Score:2)
  by shanen ( 462549 ) writes:
  I think the leading questions are “How old are you?” and “How badly do you want the job?” But I’m projecting the first question out of envy because it doesn’t matter how well I know Python when my first languages were BASIC, Fortran, and Pascal. Gawd save me if they find out I’m still programming in PERL and dBase II sometimes. (But Lisp was probably my favorite.)
  However my real question is “Does anyone know of a job website that is balanced between the employees and employers?”
  What I mean is that the websi
Screening, not interview (Score:2)
by lgw ( 121541 ) writes:
It took me a minute to realize that TFS was talking about screening questions, not interview questions. This is actually pretty reasonable. Job descriptions are often vague, or so hyper-specific that it’s best to just treat them as vague, and so most candidates simply don’t meet the basic qualifications for the job. Having an automated system to screen out people who some recruiting admin manually screens out today seems efficient. And far better to ask targeted questions than guess based on someone’s

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