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Boston Globe
2 hours ago
- Business
- Boston Globe
The Red Sox caught heat for using an AI screener in job interviews. Applicants explain what the ‘really impersonal' process was like.
Advertisement 'This is one of several steps in the hiring process and is just one factor that helps determine which candidates should advance to an in-person interview,' the statement continued. 'This tool is in no way a replacement for in-person interviews, simply one of many steps that helps the club screen the many candidates who apply for each job posting.' Get Starting Point A guide through the most important stories of the morning, delivered Monday through Friday. Enter Email Sign Up Of course, the simple fact that the Sox' hiring efforts aren't being led by AI bots doesn't mean that their process is beyond reproach. Multiple individuals who interviewed with the Sox as well as other clubs last year described the Sox' process as discouragingly impersonal, with infrequent human interaction relative to other teams. That view isn't universally held, but it's sufficiently widespread — and most recently, caricatured as robotic — that it's worth examining. Advertisement The Sox post positions widely across a number of job boards such as Fangraphs and Baseball Prospectus, an approach meant to draw a broad candidate pool but that also yields massive responses to posted positions. According to the team, baseball operations listings solicit from 500 to 3,000 submissions of online résumés and cover letters. Typically, someone in human resources screens the applications to highlight strong candidates. That narrowed pool of applications will then be directed to a small group of employees in the relevant sub-department in baseball operations (development, acquisitions, baseball sciences, etc.) for further résumé screening. Once a list of strong candidates has been identified for a baseball operations position — say, 50 to 100 — the HR representative will reach out to that group to invite them to continue in the process. A form letter invites candidates both to conduct a HireVue interview and to complete a 'problem set' of multiple exercises. HireVue is a software program through which candidates take part in an automated, standardized, 10- to 15-minute interview. The Sox have used it to varying degrees since 2012, when Ben Cherington was general manager. Candidates are given a series of a few questions. After each, they're afforded a brief window to contemplate a response, and a few minutes to speak. People across the Sox organization can then review the video at any time. A form letter sent by a team HR representative to an applicant last fall explained that HireVue is used to standardize the interview process (all applicants receive the same questions), to increase the convenience of setting up and scheduling remote interviews, and to make it easier for a number of people throughout the organization to see the candidate's interview. Advertisement Views on its use are mixed. One person who'd encountered HireVue in other industries thought it was a logical early step in an application process. 'I actually think HireVue is a pretty good screening process,' said one person who applied for a Red Sox job last year, and who has interviewed with other clubs. 'I would say [the Red Sox hiring process] was pretty run-of-the-mill for interviewing for a baseball ops job with an MLB club.' Others found it less than ideal, and preferred the approach of other clubs that conduct anywhere from one to several phone or Zoom interviews near the outset of the process. 'I didn't leave the [HireVue] interview thinking to myself, 'Oh, that was an AI interview. That was bad,' ' said one candidate. 'But was it my preferred method to interview? Absolutely not. It's really impersonal. You can't really develop that personal and human-to-human connection.' 'It's just very awkward and cold,' said another. The problem sets, meanwhile, examine how candidates evaluate players through both video and data, and how they communicate their findings. For example, past problem sets included choosing between Atlanta pitcher Spencer Schwellenbach and Nationals outfielder James Wood as extension candidates and formulating a realistic extension proposal; explaining how an individual — using a series of spreadsheets — balanced both surface-level performance data and ball-tracking data to identify prospects; and critiquing a predictive model for player performance. Problem sets have become common in applications for MLB teams, but the Sox' is viewed as more exhaustive (and exhausting) than most. Candidates required anywhere from 5-10 hours to 50-60 hours to formulate responses to the problem sets. Advertisement 'They're time-consuming, is the biggest thing,' said one person who took part in problem sets for the Sox and at least one other team last year. Moreover, the lack of direct interaction with Sox employees through that stage of the process left some applicants confused about whether the team was more interested in seeing candidates come up with a 'correct' answer or a logical process. According to sources familiar with the team's hiring practices, both the HireVue interview and problem sets are reviewed by team employees, who then winnow the candidate pool to roughly a half-dozen candidates for Zoom or phone interviews, usually with a goal of identifying two final candidates for any given position. Finalists can interview with multiple assistant GMs and directors. One applicant who had three remote interviews with multiple higher-ups in the organization called the process both well-organized and efficient — ranking it in the middle of the six interviews across five organizations he'd experienced. That individual also expressed appreciation for a follow-up call with a member of the Sox offering feedback about why his candidacy had fallen short. 'I see what they're trying to do,' he said of the process. Others who didn't make it to that end stage had less favorable experiences given the lack of human contact with members of the Sox. The sense of the team's impersonal approach to hiring was amplified last year by the fact that multiple applicants, after completing the problem set and HireVue interview, received the same emailed form letter, with the same unfortunate top-level sentence: 'Thank you for your interest in working for the Boston Red Sox and applying for the {{insert job title}}.' Advertisement 'I didn't go further than that line. I kind of laughed and closed out the email,' said one applicant. 'That was the part that upset me in the moment. I still look back and laugh on it.' Alex Speier can be reached at
NDTV
13-06-2025
- Business
- NDTV
Goldman Sachs Tells Job Seekers To Ditch AI But Uses It To Evaluate Them
Goldman Sachs has warned job applicants against using artificial intelligence (AI) during the interview process. The American investment bank's recruitment team sent out an email to prospective job seekers, reminding them of its expectations for interviews. The applicants are encouraged to study the firm's financial results, business principles and core values, but not rely on AI to bail them out, according to a report in Fortune. "As a reminder, Goldman Sachs prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process," read the email. While Goldman has warned against AI use, it utilises HireVue, an AI-powered talent evaluation platform, that asks behavioural questions that reveal applicants' skills. A typical virtual interview allows for 30 seconds of prep after the question, followed by a two-minute response time. "This language is consistent with what we send to any of our campus applicants across all positions. We want to hear from our applicants in their own voice," said Jennifer Zuccarelli, the bank's spokesperson. Goldman Sachs is not the only company to dissaude its applicants from using the technology. AI giant Anthropic last month told job-seekers that they can't use the advanced technology to ace the interview process. "Please do not use AI assistants during the application process. We want to understand your personal interest in Anthropic without mediation through an AI system, and we also want to evaluate your non-AI-assisted communication skills," Anthropic wrote in the job descriptions. While companies force applicants to avoid AI use, they have been moving rapidly to integrate AI into their operations. Last year, Goldman Sachs' tech chief, Marco Argenti claimed that in about three years, almost 100 per cent of Goldman's global workforce would interact with AI while doing their jobs. In the most recent earnings call, CEO David Solomon told the shareholders that he was expecting big things from AI and that it will "transform our earning capabitilities" and "modernise our technology stack". The company has already rolled out multiple AI-powered tools for about 10,000 workers of its over 46,000-person global workforce. It is planning to expand the use of AI to all employees by the year's end.
Yahoo
11-06-2025
- Business
- Yahoo
Goldman Sachs wants students to stop using ChatGPT in job interviews with the bank
Goldman Sachs is cautioning its young job-seekers against using AI during the interview process. Instead, the $176 billion bank is encouraging applicants to study up on the firm in preparation. Other businesses like Anthropic and Amazon have also warned candidates against deploying AI—and if they're caught, they could be disqualified. While many companies are boasting about all the efficiencies that will come with AI, some are dissuading potential hires from using it to get a leg up in interviews with recruiters and hiring managers. Goldman Sachs' campus recruitment team for the bank's private investing academy in EMEA recently sent out an email to students reminding them of its expectations for interviews, as reported by eFinancialCareers. Goldman uses video interviewing platform HireVue to pre-assess candidates and maintains a set of best practices for job-seekers. Based on the best practices guidelines, the young applicants are encouraged to prepare for interviews by studying the $176 billion firm's financial results, business principles, and core values. But they can't bank on AI to help them out. 'As a reminder, Goldman Sachs prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process,' the email noted, according to someone who saw the message. HireVue is an AI-powered talent evaluation platform, known for asking behavioral questions that reveal applicants' skills. Gen Z job-seekers might be tempted to use ChatGPT or other chatbots to game the recruitment process—but it's discouraged, and isn't the most viable option. The typical Goldman Sachs virtual interview allows for 30 seconds of prep after the question, followed by a two-minute response time, according to research from eFinancialCareers. That makes it hard for job-seekers to quickly type a prompt into the chatbot, churn out an answer, and decide what the line of attack is. Plus, the responses aren't tailored and unique to the individual, potentially hurting the interviewee more than helping. Goldman's job-seeker AI policy could seem ironic, as half of the firm's 46,000 employees have access to the technology. But other companies are navigating that same paradox as they try to fully flesh out their AI strategies in an ever-changing technological environment. Goldman Sachs isn't the only major company warning its applicants not to use AI during recruitment. The $61.5 billion AI giant Anthropic went on a hiring spree last month, but told job-seekers that they can't use the advanced technology to fill out their applications. The company argued that it wants to test the communication skills of potential hires, and AI use clouds that assessment. 'Please do not use AI assistants during the application process,' Anthropic wrote in the description for its hundreds of job postings. 'We want to understand your personal interest in Anthropic without mediation through an AI system, and we also want to evaluate your non-AI-assisted communication skills.' Retail giant Amazon also doesn't like it when potential talent uses AI tools during the recruitment process. Earlier this year, the $2 trillion behemoth shared guidelines with internal recruiters, stressing that candidates who are caught using AI during job interviews should be disqualified. According to Amazon, the tools give an 'unfair advantage' that masks analysis of someone's 'authentic' capabilities. 'To ensure a fair and transparent recruitment process, please do not use gen Al tools during your interview unless explicitly permitted,' the guidelines, as reported by Business Insider, noted. 'Failure to adhere to these guidelines may result in disqualification from the recruitment process.' This story was originally featured on
GMA Network
02-06-2025
- Business
- GMA Network
AI plays larger role as Globe activates 235 new 5G sites in 2025
A total of 235 new 5G sites all over the country were activated by Globe Telecom in the first quarter of 2025 with the help of Artificial Intelligence. Globe said the 5G sites support over 9.5 million devices nationwide. 'AI is central to this scale, providing live operational dashboards, build prioritization, and predictive maintenance across network assets,' it said. Aside from this, AI is also reshaping how Globe hire, plan, solve problems, and connect. 'Today we're using AI to speed up automation,' said Carl Cruz, Globe President and CEO. 'We're also using it to elevate and improve the quality of decisions, and make our operations more responsive. Innovation only matters if it creates real impact.' The telecom company said its Human Resources group has fully integrated AI into its recruitment process through the use of HireVue, an AI-powered platform that combines video interviews with skills assessments to help evaluate candidates more objectively and effectively. Globe piloted its AI-powered video and coding assessments for digital, IT, and tech-focused groups at the start of the year. The successful pilot led to a full-scale rollout across all groups, including its portfolio companies. The shift replaced manual pre-screening and cut the overall hiring cycle from weeks to just a few days. Processing qualitative data alone, which previously took three to five days, was cut down in half, enabling faster candidate turnaround and more confident decision-making from hiring teams. As a result of these efforts, Globe received the Impact Star Award at the 2025 HireVue Customer Excellence Awards last April. The award celebrates organizations that have made a meaningful impact and driven innovation through skills-based, tech-enabled recruitment. Globe was previously named a Rising Star at the 2024 awards, highlighting its continued commitment to modernizing hiring for both speed and quality. AI has also played a pivotal role in strengthening Globe's Risk Management processes. By automating data capture, transcription, and insight generation, AI significantly reduced data processing time—delivering results within days instead of weeks. Real-time dashboards also allowed teams to visualize and compare risks at both group and company levels, making data more digestible and actionable for leadership. This automation also helped in mitigating human bias in data interpretation, and enabled more accurate linkages between identified risks and corporate strategy. Globe said it is exploring AI-powered tools for proactive risk scanning and identifying emerging threats before they escalate. Meanwhile, Globe's Network Group is leveraging AI in streamlining internal processes to enhance service quality. Teams now use AI from coding and data forecasting to anomaly detection and repair diagnostics. The company has also implemented AI-assisted power-saving solutions through the EdgeWise platform, optimizing energy consumption by temporarily shutting down low-traffic transceivers in its Radio Access Network. In the area of Marketing, AI is being used to accelerate content creation, simplify workflows, and improve internal knowledge sharing. Teams rely on tools like Gemini and ChatGPT to draft memos, presentations, and reports, while design platforms like Canva Magic Studio help quickly produce high-impact visuals. Knowledge bases and technical guidelines are also being managed more efficiently using NotebookLM and custom-built AI search tools. Beyond productivity, AI enables quicker, more inclusive storytelling—from employee communications to public campaigns—allowing the Marketing team to move at the speed of the business. 'Our ambition is clear,' Cruz said. 'We want Globe to be among the most admired companies in the country. We use technology with empathy, insight and purpose to better serve our customers. This is how we will make Globe resilient, by enabling our people with better tools to build our business for the future.' —RF, GMA Integrated News
Hans India
31-05-2025
- Business
- Hans India
Beyond resumes: How Gen AI is redefining recruitment
Recruitment is undergoing a tech revolution, with HR leaders embracing generative AI at every stage of hiring. From context-driven resume screening to AI-enabled interviews and adaptive assessments, the technology is boosting efficiency, accuracy, and candidate experience. As tools like and HireVue take the lead, recruiters are finding more time to focus on what matters most: understanding people beyond the paper HR professionals are proving to be some of the keenest adopters of generative AI technology. According to recent research by Gartner, 38% of HR leaders are already piloting, planning, or implementing Gen AI initiatives. With use cases spanning resume screening, candidate engagement, assessments, and internal operations, generative AI is quickly becoming a valuable partner in the recruitment process. As organizations explore its growing capabilities, AI is set to reshape how talent is sourced, evaluated, and managed—enhancing efficiency while keeping human judgment at the core. Impact of Gen AI on recruitment Recruitment is seeing a change with AI-driven tools optimizing various aspects, from application tracking to candidate engagement. Traditional applicant tracking systems (ATS) have long relied on keyword matching and fixed filters to screen resumes. While they are efficient at handling large volumes, they often miss qualified candidates who do not use the exact terms expected. Generative AI is shifting this approach by focusing on context and intent rather than just word matches. For instance, LinkedIn Recruiter's AI assistant can identify candidates with transferable skills and relevant career progressions—even if their job titles don't directly match the role. A data analyst might still be a strong fit for a business intelligence position based on their tools and outcomes. Platforms like take it further by reading between the lines. If a candidate led a CRM migration, the system can infer related skills such as data integration, change management, and customer lifecycle strategy—even if these are not explicitly mentioned. Some tools also generate plain-language summaries of candidate profiles, giving recruiters a quick, clear snapshot of strengths without needing to decode jargon. Others, like HireVue, enhance the process with AI-integrated video interviews to assess communication skills and simulate real-world scenarios. Gen AI based automated proctored assessments Once candidates are shortlisted, they undergo written tests to evaluate aptitude, technical knowledge, and behavioral traits. These tests go beyond technical proficiency—they also assess cultural fit, adaptability, and problem-solving ability. For instance, Capgemini uses AI-powered assessments to evaluate domain expertise and cognitive skills, resulting in a 40% improvement in hiring efficiency. However, Gen AI-based assessments bring a deeper layer of intelligence and adaptability to the process. Unlike traditional AI, Gen AI systems are capable of learning continuously, recognizing patterns, making contextual decisions, and evolving over time—similar to human cognition. This means Gen AI can detect subtle anomalies, adapt to new test-taking behaviors, and refine its proctoring mechanisms with each session. For example, it can use facial recognition to flag impersonation attempts, or analyze eye movement, facial expressions, and typing patterns to detect potential cheating. Over time, these models become smarter, making the evaluation process more secure, unbiased, and scalable. Gen AI-enabled interviews AI is reshaping interviews through automated scheduling and AI-led interactions. Platforms like Incruiter use natural language processing (NLP) to assess responses for tone, confidence, and coherence, offering recruiters structured insights. For example, Unilever's AI-driven interviews evaluate facial expressions, speech patterns, and word choice—cutting hiring time by 75%. Gen AI builds on this by enabling adaptive, dynamic interviews. Instead of asking preset questions, the system can tailor follow-ups based on a candidate's previous answers. It recognizes context, adjusts in real time, and improves with each interaction. For example, HireVue uses Gen AI to simulate real-world scenarios, offering role-specific questions and evaluating not just what candidates say, but how they think and respond under pressure. Rise of agentic AI in HR AI is progressing beyond assistance to autonomous execution. Agentic AI independently handles multi-step HR tasks—such as sourcing, screening, and scheduling—minimizing manual input. HireVue, for example, uses asynchronous AI interviews to evaluate candidates using speech and facial analysis. Goodspace AI monitors employee wellness, predicts engagement drops, and suggests interventions. SourceBae deploys agentic AI to autonomously source and vet tech candidates. In one case, a mid-sized tech firm seeking React developers used Agentic AI to source 80 candidates, screen 30 via chatbot-led interviews, and schedule 10 for finals—cutting recruiter workload by 60% and time-to-hire by 40%. These systems also support retention and workforce planning by learning continuously, making them particularly valuable in fast-growing or lean HR environments. Generative AI is set to permeate the entire recruitment lifecycle—from screening to onboarding—playing a key role in driving both productivity and quality in hiring. Routine tasks and standard activities will increasingly be handled by AI, allowing HR professionals to focus on high-value areas such as behavioral assessment, cultural fit, and strategic decision-making.
