This summary of the text is written in English and is divided into six paragraphs, each covering different viewpoints and examples related to the use of AI in job interviews. Each section includes a concise summary of the main points discussed.
1. The topic of using AI in job interviews is a hotargentina of debate, with companies like Amazon restricting the use of AI tools in job interviews or even advising against their use. This contrasts with other rhetoric, such as the perception that students are cheating using generative AI to enhancing their interview skills.
2. Both Amazon and other companies, including tech companies and startups like Karat, are actively developing AI tools and encouraging their use in job candidates. This is often recognized in the job search process, such as in resume building or interview prep.
3. Jeff Spector, a co-founder of Karat, shares a recent report indicating that Amazon is restricting candidates from using coding assistants for interviews. He mentions that students are explicitly told not to use AI but still manages to take exams. Wendy Hellar, a staffing expert, mentions that some clients despite the instructions, take down remote roles. Greg Gottesman, a co-founder at studio Pioneer Square Labs, agrees that companies should not be fully accepting of AI use during interview interviews either.
4. SourceCoefficients, myself, explain that the AI use in software development is growing, requiring interviews to evolve beyond just technical skills. Spector believes that AI will have substantial roles, and interviewees will need to focus on_sold 技能—problem-solving, systems thinking, and handling edge cases.
5.备战, Wendy Hellar believes that startups are looking for genuine, human-type interviewers. She opines that small teams don’t want to hire robots. She notes that job search companies can “spot AI-generated answers” due to their “clean and perfect” nature, lacking the typical clarity and problem-solving required of human coders.
6. In a statement issued to “ GeekWire,” Amazon reacted by prioritizing technical skills and setting clear criteria for interviewing. The company grades candidates based on their high bar for appropriate technical competencies. If tools are used during interviews, the candidates won’t be disqualified. The “Bar Raiser,” Nick Dimitrov, once a job seeker, now starts his tech company, Amazon Bound, to help job seekers better prepare for the interview process. He believes AI agents can simulate interview questions, such as open-ended questions, even in live interviews, which may reduce the risks of subpar answers.
