You Can Use Google AI to Prepare for a Job Interview

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Google believes that algorithms can help you prepare for a job interview better than general recommendations or practicing with colleagues.

Using artificial intelligence, the company has developed an Interview Warmup tool that may help you prepare for a wide range of job interviews. For example, “Tell me a little bit about yourself” is one of the questions that the site asks, and it analyzes your oral or written responses to find areas for growth. Your audience will pick up on when you use specific terms too often or need to spend more time on a particular topic.

Most of the role-specific questions in Interview Warmup are geared toward Google Career Certificates users who are looking for work. However, there are standard interview questions, and Google intends to make the tool more accessible to a wider range of job seekers. For the time being, the feature can only be used in the United States.

Artificial intelligence (AI) is rapidly being employed in the recruitment process. This tool is mostly used by employers in the selection process, not by job applicants. Even if you don’t get a leg up on the competition, this will provide you with a chance to practice for your next interview.

It all sounds great but what’s the problem?

DOJ warns AI hiring and productivity tools can violate anti-discrimination law

Recent warnings from federal authorities about potential prejudice in AI hiring tools are being heeded by private sector employers. AI hiring and productivity systems have the potential to violate the Americans with Disabilities Act, as the Justice Department and the Equal Employment Opportunity Commission (EEOC) have cautioned companies, according to the Associated Press. As a result of these technologies, people with disabilities may be arbitrarily excluded from the workforce, their performance is mismeasured or their salary and promotions are restricted.

Government agencies have issued publications detailing the ADA’s requirements and offering assistance in improving workplace AI equity as a result (DOJ, EEOC). Businesses should make certain that their artificial intelligence (AI) allows for acceptable adjustments. Consider how their automated tools might impact people with disabilities as well.

There’s no guarantee that businesses will heed the counsel given them. In the meantime, employers are under increasing pressure to limit their use of AI in recruiting and employee tracking. New California law prohibiting algorithms that violate health, labor, and safety regulations or cause employees to be fired if they fail to meet risky quotas was recently passed in the state. New York City, on the other hand, has mandated that AI employment systems undergo annual audits to ensure that they do not discriminate. If companies do not heed the new warnings, they could face substantial legal consequences on a variety of levels.

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