Recruiters could soon interview a candidate’s AI twin before meeting a real person

Tomorrow's job interviews may not require candidates to physically attend. Ashutosh Garg, CEO of AI talent management platform Eightfold AI, foresees candidates sending their digital twin instead. Garg recently established TwinCafe, a platform where job seekers can upload résumés, LinkedIn profiles, work samples, and other pertinent materials to fabricate a digital replica of themselves.

The platform provides a shareable link that Garg anticipates candidates to incorporate at the forefront of their résumé or LinkedIn profile. The concept transcends mere time-saving benefits. Garg contends digital twins could revolutionize how companies evaluate talent. Instead of dedicating the initial 20 minutes of an interview to scrutinizing a résumé, a recruiter could interrogate the candidate's twin beforehand, probing previous positions, abilities, or discrepancies in their employment history.

The recruiter could then allocate time with the actual candidate for inquiries necessitating human judgment and interaction. "My primary impetus was that a résumé is so constraining," Garg remarks. A digital twin, he posits, can "fill in the gaps" concerning certain facets of a candidate's background that might otherwise prompt inquiries, like career pauses or transitions between industries.

Garg observes recruiters typically allocate substantial portions of an introductory screening interview to verifying data on a candidate's résumé. If they can accomplish some of this via a digital twin earlier, the interview "could be considerably more centered on the human aspect rather than the fact-checking aspect," he asserts.

"The caliber of the interview markedly improves." Garg envisions a future wherein a recruiter may not even necessitate being physically present for the initial screen. They could simply dispatch their own agent to converse with the job seeker's digital twin. This would enable them to surface individuals that the conventional résumé would have dismissed—and conduct interviews with a far larger pool of candidates.

"Why confine talent screening to just five candidates?" Garg queries. "Why not interview everyone?" Kristin Stoller, Editorial Director of Fortune Live Media, expressed her thoughts on this matter.