How Job Interviews Will Transform in the Next Decade
How Job Interviews Will Transform in the Next Decade
DJ How Job Interviews Will Transform in the Next Decade
DJ未來十年求職面試將如何轉變
By Hilke Schellmann
希爾克·謝爾曼著
Most job hunters and hiring managers would agree: An interview isn't the ideal way to find the best person for the job. Applicants sometimes exaggerate their strengths; managers rely on subjective information to make decisions.
大多數求職者和招聘經理都會同意：面試不是找到最適合這份工作的最佳人選的理想方式。應聘者有時會誇大自己的長處；管理者則依靠主觀信息來做出決定。
And the problem is growing, as rapid technological change forces companies to constantly adjust to new ways of working. Once-indispensable hard skills or experience may be less and less predictive of a candidate's chances of success on the job.
隨着快速的技術變革迫使公司不斷適應新的工作方式，這個問題正在加劇。曾經不可或缺的硬技能或經驗可能越來越不能預測應聘者在工作中取得成功的機會。
"If we accept the fact that jobs are going to be disrupted and replaced, and 80% of the jobs you will find in 2030 or 2040 don't exist today, and there is a devaluation of expertise and knowledge, then you have to bet on things like curiosity, learning ability, people skills and motivation, " says Tomas Chamorro-Premuzic, chief talent scientist at ManpowerGroup and a professor of business psychology at University College London and Columbia University.
萬寶盛華首席人才科學家、倫敦大學學院和哥倫比亞大學商業心理學教授託馬斯·查莫羅-普雷穆季奇表示：“如果我們接受這樣一個事實，即工作崗位將被顛覆和取代，而你在2030年或2040年找到的工作崗位中有80%都不存在，專業技能和知識也在貶值，那麼你就不得不押注於好奇心、學習能力、人際交往技能和動力等因素。”
In the not-too-distant future, employers may rely less on resumes and interviews and more on a candidate's behavior, cognitive abilities, personality traits and physiological responses to decide whether someone is a good fit. Technology is already being developed to allow employers to analyze candidates' online history, biometric data and real-time reactions to simulated on-the-job challenges.
在不太遙遠的將來，僱主可能不再那麼依賴簡歷和麪試，而是更多地依賴應聘者的行為、認知能力、個性特徵和生理反應來決定某人是否合適。技術已經被開發出來，使僱主能夠分析應聘者的在線歷史、生物特徵數據和對模擬工作挑戰的實時反應。
These technologies raise concerns about ethics and fairness, and experts predict they will prompt legal challenges. In November, the nonprofit Electronic Privacy Information Center filed a complaint with the Federal Trade Commission urging the agency to investigate HireVue, a company that builds artificial-intelligence-based hiring tools, over concerns that its technology is not transparent and lacks accountability. HireVue declined to comment on the complaint and said in a statement that its technology "has less bias than traditional screening processes." An Illinois statute takes effect this month requiring companies to notify job candidates when they use AI-based video interview tools. Legislation mandating companies inspect their algorithms for bias is under consideration in Congress.
這些技術引發了人們對道德和公平的擔憂，專家預測，它們將引發法律挑戰。去年11月，非營利組織電子隱私信息中心(Electronic Privacy Information Center)向聯邦貿易委員會(Federal Trade Commission)提出申訴，敦促該機構調查HireVue公司。HireVue是一家開發基於人工智能的招聘工具的公司，原因是擔心其技術不透明，缺乏問責。HireVue拒絕對這一投訴發表評論，並在一份聲明中表示，其技術“比傳統的篩查程序具有更少的偏見”。伊利諾伊州的一項法規本月生效，要求公司在使用基於人工智能的視頻面試工具時通知求職者。國會正在考慮立法，要求公司檢查其算法是否存在偏見。
Here, we take a look at the technologies that could reshape the job interview in the years ahead.
在這裏，我們來看看未來幾年可能會重塑求職面試的技術。
Personality Profiling -- With the Help of AI
個性分析--在人工智能的幫助下
As soft skills gain importance, more employers will use AI to create personality profiles, generated from job candidates' social-media profiles, LinkedIn accounts and other text posted online, as well as the words they use in virtual-reality simulations and video submissions.
隨着軟技能變得越來越重要，越來越多的僱主將使用人工智能來創建個性檔案，這些檔案來自求職者的社交媒體個人資料、LinkedIn賬户和其他發佈在網上的文本，以及他們在虛擬現實模擬和視頻提交中使用的詞語。
A couple of vendors, including Humantic, already offer natural language processing-based tools to create instant candidate profiles for recruiters and employers. The companies say that the technology is based on traditional personality tests, including DiSC, a behavioral assessment tool, and the Big Five, which measures five personality traits. Instead of applicants filling out long questionnaires, an algorithm creates a personality analysis instantly and affordably, the startups say -- with or without someone's consent.
包括Humatics在內的幾家供應商已經提供了基於自然語言處理的工具，為招聘人員和僱主創建即時求職者個人資料。兩家公司表示，這項技術基於傳統的個性測試，包括行為評估工具Disk和衡量五種個性特徵的Big Five。初創公司表示，與申請者填寫宂長的問卷不同，一種算法可以立即創建出負擔得起的個性分析--無論是否得到某人的同意。
In her work helping companies select candidates for leadership positions, Tracy Levine of Atlanta-based Advantage Talent uses Humantic's tool to find out whether candidates are open to new ideas. The tool helps her overcome her own biases, she says.
總部位於亞特蘭大的Advantage Talent的特蕾西·萊文在幫助公司挑選領導職位候選人的工作中，使用了Humtic的工具來確定候選人是否對新想法持開放態度。她説，這個工具幫助她克服了自己的偏見。
Some experts question whether these algorithms are as accurate as traditional methods. AI-based tools could also find language in a candidate's social-media profiles indicating he or she has a medical condition, including depression. Organizational psychologists have argued that it would be unfair and possibly illegal for employers to use this information to make hiring decisions.
一些專家質疑這些算法是否像傳統方法一樣準確。基於人工智能的工具還可以在應聘者的社交媒體個人資料中找到表明他或她有包括抑鬱症在內的健康狀況的語言。組織心理學家認為，僱主使用這些信息來做出招聘決定是不公平的，而且可能是非法的。
If personality profiling becomes more prevalent, a market for algorithms that assist applicants in burnishing their social-media histories and other online accounts could spring up, according to Ben Taylor, former chief data scientist at HireVue. That could include advising job hunters on what to delete or change to conform to specific personality profiles, he says.
HireVue前首席數據科學家本·泰勒(Ben Taylor)表示，如果個性特徵分析變得更加普遍，一個幫助申請者潤色社交媒體歷史和其他在線賬户的算法市場可能會湧現。他説，這可能包括建議求職者刪除或更改哪些內容，以符合特定的個性特徵。
A 'Credit Score' for Skills
技能的“信用評分”
Currently, many employers rely on candidates' own assessments to determine applicants' levels of expertise. One day, companies could automatically score skills using the text that candidates put online, such as LinkedIn posts and Twitter interactions. Experts predict this might first be used to evaluate software engineers' coding abilities, since they often post code directly to platforms like GitHub.
目前，許多僱主依靠求職者自己的評估來確定應聘者的專業水平。有朝一日，公司可以使用求職者在網上發佈的文本，如LinkedIn帖子和Twitter互動，自動為技能評分。專家預測，這可能首先被用來評估軟件工程師的編碼能力，因為他們經常直接將代碼發佈到GitHub等平臺上。
"Companies will probably start offering certifications for various skills more often because it is becoming a bigger problem: I can claim I have a skill, I don't have to prove it," says Tara Behrend, an organizational psychology professor at George Washington University.
喬治華盛頓大學組織心理學教授塔拉·貝倫德説：“公司可能會開始更頻繁地提供各種技能的認證，因為這正成為一個更大的問題：我可以説我有一項技能，但我不需要證明它。”
On hard skills such as programming and soft skills such as communication abilities, candidates could seek out or receive a number like a credit score. "You are going to see this whole market that does not really exist today," says Mr. Taylor. "Candidates want it. They want to come across as a very competitive hire."
在編程等硬技能和溝通能力等軟技能方面，應聘者可以尋找或獲得一個類似信用評分的數字。泰勒説：“你會看到今天並不存在的整個市場。”“應聘者想要這份工作。他們希望給人的印象是一個非常有競爭力的僱員。”
Jenny Yang, a fellow at the Urban Institute and former commissioner of the Equal Employment Opportunity Commission, compared the experience to using a person's high school SAT score to make hiring decisions throughout his or her life. "It does worry me some to think about static things that are hard to change -- they are often correlated with wealth, " she says.
城市研究所研究員、平等就業機會委員會前委員珍妮·楊將這一經歷比作在一個人的一生中使用高中SAT成績來做出招聘決定。她説：“一些人一想到難以改變的靜態事物就感到擔憂--它們往往與財富相關。”
Testing Job Performance -- Virtually
測試工作績效--虛擬
Employers are already using VR for on-the-job testing, training and diversity initiatives. Israel-based ActiView offers VR assessments for hiring, particularly for recent graduates with shorter resumes.
用人單位已經在使用VR進行在職測試、培訓和多元化活動。總部位於以色列的ActiView為招聘提供虛擬現實評估，尤其是針對簡歷較短的應屆畢業生。
In a typical assessment, a candidate plays a cognitive game while wearing a headset and the system analyzes the person's behavioral patterns. "Do you strategize before you start solving something or not so much? How decisive are you in your actions?" says Gil Asher, the company's chief technology officer. Then the job seeker faces simulations of problems he or she might encounter on the job. "If it's a customer-service candidate, we put them in front of an angry customer and see how they react," says Mr. Asher.
在一個典型的評估中，候選人戴着耳機玩認知遊戲，系統分析這個人的行為模式。“你會在開始解決某件事之前就制定戰略嗎？你在行動中有多果斷？”該公司首席技術官吉爾·阿舍説。然後，求職者面臨着他或她在工作中可能遇到的問題的模擬。“如果是客户服務候選人，我們會把他們放在憤怒的客户面前，看看他們的反應，”阿舍説。
Other makers of VR assessment tools are hesitant to use them for hiring decisions because some applicants experience vertigo or motion sickness while wearing headsets.
其他VR評估工具的製造商不願將其用於招聘決定，因為一些申請者在佩戴耳機時會出現眩暈或暈車。
"You have to be very careful when you are designing an assessment that you are giving people a level playing field," says Doug Reynolds, executive vice president at Development Dimensions International, which develops assessment tools and VR systems to build empathy in the workplace.
發展維度國際公司的執行副總裁總裁説：“當你設計一項給人們一個公平競爭環境的評估時，你必須非常小心。”該公司開發評估工具和虛擬現實系統，以建立工作場所的同理心。
ActiView says it uses advanced headsets and conducts stationary VR tests, reducing vertigo. If job candidates still have problems, they can request an alternative test.
ActiView表示，它使用了先進的耳機，並進行固定的VR測試，以減少眩暈。如果求職者仍然有問題，他們可以申請另一項測試。
Companies such as HireVue test candidates using video simulations, and use algorithms to determine who's a good fit. Its clients have included Hilton Worldwide Holdings Inc., Unilever PLC and other Fortune 500 companies. (Unilever declined to comment. Hilton said in a statement that it has used HireVue's predictive assessment tools in the past as "one data point among many" that its recruiters use to make hiring decisions.)
像HireVue這樣的公司使用視頻模擬來測試候選人，並使用算法來確定誰是合適的人選。它的客户包括希爾頓全球控股有限公司、聯合利華(英國)和其他財富500強公司。(聯合利華拒絕置評。希爾頓在一份聲明中表示，它過去曾使用HireVue的預測性評估工具，作為招聘人員用來做出招聘決定的眾多數據點之一。)
The Right Brain for the Job
適合這份工作的右腦
In the next five years, wearable health technology will be able to measure blood pressure, eye movements and skin conductivity, or how well skin transfers electricity, to predict arousal and anxiety, computer scientists say. These technologies could help companies assess job seekers' stress and engagement levels and self-regulation skills during VR simulations.
計算機科學家表示，在接下來的五年裏，可穿戴健康技術將能夠測量血壓、眼球運動和皮膚傳導性，或者皮膚傳導電的情況，以預測喚醒和焦慮。這些技術可以幫助公司在虛擬現實模擬過程中評估求職者的壓力、敬業度和自我調節技能。
The systems might even be able to monitor brain waves, some experts say, to figure out whether someone has the optimal brain for a job based on the brain structures of employees who are successful in the role.
一些專家表示，該系統甚至可能能夠監測腦電波，根據成功擔任這一職位的員工的大腦結構，判斷一個人的大腦是否最適合從事這項工作。
But it's difficult to correctly interpret biometric data. Even if you can detect brain waves, "are they for stress or are they more deep thinking?" says Santosh Kumar, a computer science professor at the University of Memphis, who develops wearable health technology.
但要正確解釋生物特徵數據是很困難的。即使你能探測到腦電波，“它們是用來應對壓力的，還是更深入地思考？”開發可穿戴健康技術的孟菲斯大學計算機科學教授桑託什·庫馬爾説。
Biometric information could also reveal medical issues, such as heart conditions, mental illnesses or disabilities -- which could be illegal.
生物識別信息還可能揭示醫療問題，如心臟疾病、精神疾病或殘疾--這些可能是非法的。
"If something is an accurate predictor or a valid signal, but it is beyond people's control, I think the level of fairness is questionable," says Dr. Chamorro-Premuzic.
查莫羅-普雷穆季奇博士説：“如果某件事是一個準確的預測或有效的信號，但它超出了人們的控制範圍，我認為公平程度是值得懷疑的。”
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January 07, 2020 09:58 ET (14:58 GMT)
2020年01月07日東部時間09：58(格林尼治標準時間14：58)
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