【中英双语】如果你的面试官是AI，这些建议能助你一臂之力
Are You Prepared to Be Interviewed by an AI?
在疫情隔离期间，许多人力资源管理程序转移到线上。即使生活日渐重归亲临实地的现实，这些程序中有许多也会继续保留。其中之一是虚拟的，或者说预先录制的求职面试，它们越来越多地受人工智能（AI）引导。这些面试通常会缩短招聘过程，让企业以更低廉的成本找到合适的候选人。
During the isolation of the pandemic, many human resource management processes moved online. And even as life goes back to being more in person, many of these processes are here to stay. One is virtual, or pre-recorded job interviews, which are increasingly guided by artificial intelligence (AI). These interviews typically shorten the hiring process, making it cheaper for companies to find the right candidates.
这种转变永远改变了求职者的体验，而且并非总是向好的方向改变。今天，年轻的求职者在寻找他们的第一个职位、见习或实习工作时，很可能在他们的第一次面试中面对的是一个机器人，而不是人。
This shift has forever changed the experience of jobseekers, and not always for the better. Today, younger job seekers looking for their first role, placement, or internship are likely to face a bot at their first interview, not a human.
在最极端的自动化视频面试（automated video interviews, AVIs）类型中，机器人会提出几个预先确定好的问题，给求职者短暂的时间来回答这些问题，并当即对这个人做出判定。我们将这些定义为AI主导的面试。
And in the most extreme type of automated video interviews (AVIs), a bot asks a few predefined questions, giving the candidate a short window of time to answer them, and makes a decision about the person right then and there. We define these as AI-led interviews.
虽然自动化视频面试与传统的当面面试或电话面试的某些方面保持未变（求职者仍然必须给人留下良好的第一印象），但对于求职者而言，AI主导的面试仍有许多不为人知的地方。这份简短的指南提供了驾驭这些问题的一些建议。
While some things about AVIs and traditional in-person or phone interviews remain the same (job candidates must still make a good first impression), there’s much that remains mysterious to job seekers about AI-led interviews. This short guide provides some advice on navigating these questions.
何为自动化视频面试？
What Are Automated Video Interviews?
准备面试的第一步是要知道你要参加的是哪种面试。根据技术在选拔过程中的使用方式，面试有各种不同的类型，而AI可以不同程度地参与其中。
The first step to preparing is becoming aware of what kind of interview you are about to take. There are different types, depending on how technology is used in the selection process, and AI can be involved to varying degrees.
同样重要的是，要注意，并非所有的视频面试都会使用AI技术。比如，有些面试只是在录制视频，然后交由招聘经理观看。其他一些面试会让AI参与处理视频录制期间收集的不同类型的数据。
It is also important to note that not all video interviews use AI technology. For example, some interviews are just a recording of a video, which will then be watched by hiring managers. Others will involve AI processing different types of data collected during the video.
为了确认你即将参加的面试是否真的包括AI，请密切留意你收到的有关面试的电子邮件中或者精美印刷邮件中是否有以下词语：机器学习、预测分析、决策算法、推荐引擎或数据驱动的决策。
To be sure your upcoming interview indeed includes AI, keep an eye out for the following terms in the emails you receive about the interview, or in the fine print: machine learning, predictive analytics, decision algorithms, recommendation engines, or data driven-decision.
如果你确实发现了这些词语，你可以预期可能有三种类型的数据会被收集：视觉数据（面部表情、眼部动作、手部动作）、语言数据（词汇、关键词）和声音数据（语音语调、发音）。AI主导的面试使用收集到的数据自动生成预测，看看候选人是否他们正在物色的人选。比如，旨在预测你是否是一位优秀候选人的AI可能会使用过去录用人员及其随后工作表现方面的大数据，从而预测可能与更优秀工作表现相关的候选人特征。
If you do identify these terms, you can expect that three types of data might be collected: visual (facial expression, eye movement, hand movement), verbal (vocabulary, key words), and vocal (voice tone, pronunciation). AI-led interviews use the data collected to automatically generate a prediction on whether the candidate is the person they are looking for. For example, AI designed to predict whether you are a good candidate or not might use big data from past hires and their subsequent performance at work, predicting candidate characteristics that might correlate to higher work performance.
AI主导的面试并非超群的选拔工具（到目前为止）
AI-Led Interviews Are Not Superior Selection Tools (Yet)
使用AI的面试具有一些共同之处：你会发现自己在一块屏幕前，有时你会在屏幕里看到自己的影像，回答着自动提出的问题，几乎没有时间思考。人与人之间的互动以及我们从面试官那里得到的实时提示不见了踪影，而那些提示可以让我们立即感觉到自己的表现如何。到办公室或其他实体建筑的过渡时间也不复存在；不再有前往未来可能工作地点的旅程，不再有环境的改变，让你可以做好准备，在心理上切换到面试模式。
Interviews using AI have something in common: You will find yourself in front of a screen, sometimes with your own image reflected back at you, answering automated questions with little time to think. Gone are the human interactions and real-time cues we get from our interviewer, which give us an immediate sense of how we are doing. Also gone are the transition times to the office or other physical building; there is no more journey to prospective work locations, no shift of an environment that prepares you to mentally switch to interview-mode.
在我们的研究中，我们发现，这种体验通常让人困惑、令人不安。求职者被拽向两个方向：
一方面，这项技术的新颖性和有时被认为是AI使然的“卓越”品质让他们觉得这是一种未来主义的体验，必然会克服人类的偏见。
另一方面，面试过程中人情纽带的缺乏以及当时的紧张气氛交融在一起，令人生畏，加剧了焦虑。我们要告诫的是，对技术的美化通常是基于对AI能（和不能）做之事的理想化和了解不足。
In our research, we found that this experience is often confusing and unsettling. Job seekers are pulled in two directions:
On one hand, the novelty of the technology and the “superior” quality that is sometimes attributed to AI makes them feel this is a futuristic experience bound to overcome human bias.
On the other, the lack of human connection during the interview and the tension of the moment is a daunting mix that heightens anxiety. We warn that the glorification of the technology is often based on an idealization and a poor understanding of what AI can (and can’t) do.
我们发现，候选人美化技术的倾向使他们相信，技术会做出比人类更好的决定。这导致他们感到被某种更高级的实体“评判”。我们则相反，鼓励候选人认识到，这项技术根本不完美。相反，这些类型的面试可能效度欠佳；比如，它们并不擅长根据视频中提取的言语和非言语行为来预测个性特征。这意味着该技术通常不足以衡量它本该衡量的东西，或者换句话说，这项AI并不像宣传的那样先进。难怪，一些分析家认为人脸识别和其他技术的使用是伪科学，一些法院已将其列为非法技术。
We found that candidates’ tendency to glorify the technology made them trust it would make better decisions than human ones. This resulted in them feeling “judged” by a sort of superior entity. We instead encourage candidates to understand that the technology isn’t perfect by a long shot. Instead, these types of interviews may suffer from poor validity; for example, they are not very good at predicting personality traits from verbal and non-verbal behaviors extracted from videos. That means that the technology is often not good enough to measure what it is supposed to measure or, in other words, that the AI is not as advanced as advertised. Unsurprisingly, some analysts have deemed the use of facial recognition and other technology as pseudoscience, and some courts have outlawed it.
因此，我们建议以务实的态度看待该技术做出的任何判断，要认识到这样的判断不精确，存在潜在缺陷和偏见。换言之，在面试前或面试期间，不要让AI的判断击倒你的自信心！
So, we advise taking a pragmatic view of whatever judgement is made by the technology as imprecise and potentially flawed and biased. In other words, do not let AI judgment knock down your self-confidence prior to, or during, an interview!
给人留下好印象，意味着要保留人情味
Making a Good Impression Means Staying Human
尽管自动化视频面试存在缺陷，特别是那些利用AI的自动化视频面试，但你很可能还是会遇到它们。那么，你如何才能最好地应付这些面试呢？许多AI面试平台建议你只需“做你自己”。然而，在我们之前的研究中，我们注意到，这恰好是求职者感觉有难度的地方。面对自动化视频面试，他们通常举止不自然。人们向我们讲述过，他们如何以自认为会更好看的方式来调整自己，保持僵硬的姿势，目不转睛，并尽量少用自己的手。为了给算法留下好印象，我们的许多受访者向我们表示，他们感觉自己正在变成机器人。
Despite the flaws of AVIs, particularly those that utilize AI, it’s likely you’ll still encounter them. So how can you best approach these interviews? Many AI interview platforms suggest that you just “be yourself.” And yet in our previous research, we noticed that this is precisely what job candidates find difficult. Faced with an AVI, they tended to behave in unnatural ways. People told us of how they adjusted themselves in ways they thought would make them look better, keeping a rigid posture, a fixed gaze, and using their hands as little as possible. In trying to make a good impression on the algorithm, many of our interviewees told us they felt like they were becoming robots themselves.
给人留下良好第一印象的关键是，不仅要了解所涉及的技术，而且要了解在技术面前你可能承受的压力。其诀窍是尽量保持自然——尽管这可能会让人感觉很不自然。因此，为了抵制机器人般僵硬的本能反应，我们建议接受面试的人应该进行练习，首先是在有其他人在线上出席的情况下，然后是单独练习。
Understanding not just what technology is involved, but also the pressure you might be under in the presence of the technology, is key to making a good first impression. The trick is to stay as natural as possible — despite how unnatural this may feel. So, to counter the knee-jerk reaction of robot-like rigidity, we suggest that interviewees should practice, first in the presence of other humans online, and then solo.
第一步，要习惯于对着屏幕说话。请一个朋友使用Zoom或WhatsApp视频，让他们向你提出预先安排好的问题。面试问题越来越多地可以在不同大学网站提供的题库中找到，这些网站是让学生为面对这些面试做准备的。
First, get used to speaking to a screen. Ask a friend to use Zoom or WhatsApp Video and have them ask you prearranged questions. Increasingly, interview questions can be found in question banks offered by different university sites that prepare their students to face these interviews.
我们建议采取三步走的方法来进行这种角色扮演。首先，通过打开摄像头进行练习，这样当你在屏幕上看着你的朋友们时，他们可以向你提问。起初，另一个人的存在会让你感到安心，并帮助你找到回答问题的信心，就像你在正常的面试中那样。你要给自己录像，回放，并分析你做得好的地方。要记住，积极心理学告诉我们，关注长处，而不是关注发展点，可以加速改善理想中的行为。
We suggest a three-step approach to this roleplay. Initially, practice by having your cameras on, so that your friends ask questions while you see them on screen. Initially, the presence of another human will be reassuring and help you find the confidence to answer, as you would in a normal interview. Record yourself, play it back, and analyze what you did well. Remember, positive psychology tells us that focusing on strengths, rather than on development points, can result in a faster improvement of desired behaviors.
第二步，重复同样的练习，让你的朋友提问，但要把摄像头关掉。对着黑屏说话会更让人不自在，可是，你会越来越接近于使用自动化视频面试的情形。还是老样子，要给你自己录像，分析录制的内容，找出你做得好的地方，并注意这一轮是否存在任何差异。
Second, repeat the same exercise, with your friend asking questions, but with the camera off. It will be more awkward to speak to a black screen, but you will be getting closer to what it will be like to use AVI. Again, record yourself, analyze the recording, identify what you did well, and note whether there were any differences this round.
第三步，在一份文件中准备几个问题，然后独自练习。对着你的电脑屏幕说话，并给自己录像。你做得好的方面有哪些？你的哪些行为与你面对人类时有所不同？通过分析这三个步骤，你可以意识到自己在不同类型的条件下表现如何，而且通过练习，你的自然举动相比于人与人的对话会毫不逊色，哪怕是在自动化视频面试期间。
In the third step, prepare a few questions in a document and go solo. Speak to your computer screen and record yourself. What did you do well? And what did you do differently than when you were facing a human? By proceeding through all three steps analytically, you can become aware of how you perform under different types of conditions, and with practice, you’ll be able to match your spontaneity to a human-to-human conversation, even during an AVI.
最后，虽然心理准备是为自动化视频面试做准备的一部分，但实践部分也很重要。我们发现，在我们的研究中，成功的候选人花时间确保他们的环境有点“工作性质”。他们有素净的背景，确保灯光和声音良好，以便他们在镜头前可以得到良好的拍摄效果，并反复检查他们的技术是否正常工作。在面试前，他们还在这些相同的环境中进行排练，并且留出足够的时间来舒适地面试。从本质上讲，他们的行为就好像他们必须经过心理上和身体上的准备才能参加当面面试一样。
Finally, while the psychological preparation is part of getting ready for an AVI, the practical part is important, too. We found that the successful candidates in our research spent time making sure their environment was somewhat “work-like.” They had a neutral background, ensured that the lighting and sound was good so they could be captured well on camera, and double-checked that their technology was working properly. They also did their rehearsals in these same settings before the interview, and blocked out enough time to do the interview comfortably. Essentially, they behaved as if they had to go to an in-person interview by preparing both psychologically and physically.
作为一种新的招聘形式，自动化视频面试对求职者而言可能具有陡峭的学习曲线。我们要求你对这个过程和你的表现进行反思，而不要评判自己。我们是人，而在如此重要的时刻——求职面试——不得不面对一种新技术，这会产生不适和焦虑。可是，就像其他任何事情一样，你对自动化面试的经验越丰富，你的表现就越优秀。
AVIs, as a novel form of recruitment, can have steep learning curve for job candidates. We ask you to be reflexive of the process and of your performance without judging yourself. We are humans, and having to face a new technology at such an important moment — a job interview — can create discomfort and anxiety. But like everything else, the more experienced you get with automated interviews, the better you’ll perform.
要记住：这是一项新技术。许多研究告诉我们，它并不像你想象的那么聪明，而且在精确了解你是何人方面也十分有限。所以不要让它动摇你的自信。
And remember: The technology is new. A lot of research tells us that it is not as clever as you might think and is limited in understanding exactly who you are. So don’t let it rattle your self-confidence.
扎希拉·亚泽是哲学博士，苏塞克斯大学商学院的副教授，苏塞克斯大学MBA的主任，以及工作中的数字未来研究中心的副研究员。
迪米特拉·彼得拉卡基是苏塞克斯大学商学院的技术与组织学教授，也是由经济和社会研究理事会（ESRC）资助的工作中的数字未来研究中心的共同投资人。
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