It’s only cheating if the company disallows it. We’re pretty close to adopting a formal policy that gives candidates permission to do it. We interview in such a way that we can tell, test you on what you really know, and we’re going to expect you to use model-driven tools on the job anyway. 🤓
Interesting. Not sure how it would be different in the behavioral interviews than in technical interviews. Like dating apps, the tools aren't real-time enough or conversational enough to really assist the candidate. I've had candidates try to use them in recent interviews this year, and it comes off as the candidate just reading the fine manual at me. If they can't explain conversationally in their own words when challenged on something, they don't know the concepts, material, and are probably fabricating the STAR scenario. All of the ones who've tried with me, so far, have failed.
Case in point, at least in technical interviews managers expect employees to use LLMs/agents to ship features faster, although we have a "does this feature even matter" kind of debate now that the constraints are being lifted.
As you've pointed out the use of AI isn't appreciated outside of the technical work, as the output is heavily mechanical, but there might come a time (could be faster than expected) where AI output would be as good as humans, and in real time.
There should be an agent to translate "executive language/jargon"...
Why? Candidates are all using “AI” agents to guide them through the interview now anyway. 🤖🦾
Last I checked the candidates aren't allowed to cheat during interviews, so I'm wishing for an agent that works in real time, like dear old Bob here 😈
It’s only cheating if the company disallows it. We’re pretty close to adopting a formal policy that gives candidates permission to do it. We interview in such a way that we can tell, test you on what you really know, and we’re going to expect you to use model-driven tools on the job anyway. 🤓
True, but that's for technical interviews, so I doubt any company would allow use of tools during structured or behavioral interviews for instance.
Interesting. Not sure how it would be different in the behavioral interviews than in technical interviews. Like dating apps, the tools aren't real-time enough or conversational enough to really assist the candidate. I've had candidates try to use them in recent interviews this year, and it comes off as the candidate just reading the fine manual at me. If they can't explain conversationally in their own words when challenged on something, they don't know the concepts, material, and are probably fabricating the STAR scenario. All of the ones who've tried with me, so far, have failed.
Case in point, at least in technical interviews managers expect employees to use LLMs/agents to ship features faster, although we have a "does this feature even matter" kind of debate now that the constraints are being lifted.
As you've pointed out the use of AI isn't appreciated outside of the technical work, as the output is heavily mechanical, but there might come a time (could be faster than expected) where AI output would be as good as humans, and in real time.
Employees must have an “ownership mentality”!*
*no equity included