Zhang Feng sat at his desk, opened the interview software on his computer, and then received a text message from the interview company, reminding him that the interview would start in 10 minutes and be conducted by an AI interviewer. 10 minutes later, a concise interface appeared on Zhang Feng's computer screen on time. A virtual AI interviewer appeared in the center of the screen and said in a gentle voice, "Hello, welcome to this interview. I am the interviewer for this interview. First of all, please confirm whether the surrounding environment is quiet and the network is stable." Zhang Feng replied, "The environment is quiet and the network is stable." The AI interviewer continued, "Okay, let's start the interview now. Please briefly introduce yourself." This is an interview that Zhang Feng, a finance graduate, went through a few days ago. Zhang Feng told reporters that the interview was held at home, and the interviewer who interviewed him was not a real person. The process of being interviewed is quite magical, as AI interviewers can ask targeted questions based on my resume and the position I applied for. For example, I mentioned an internship experience in my resume, and the AI interviewer asked me to introduce how this experience will help me succeed in the position Zhang Feng's experience is not an isolated case. The reporter learned that many companies, especially financial institutions, have used AI interviews in current recruitment, and job applicants have mixed opinions on this. Some people believe that AI interviews can save transportation and time costs, and effectively reduce subjective biases and emotional interference caused by human factors. Others say that the questions involved in AI interviews are often disconnected from the positions and resumes they are applying for, which makes them confused when answering. Is AI interview reliable? What challenges will it bring to the organization and job applicants? Journalists have recently conducted an investigation into this matter. AI interviews bring new challenges. Some job applicants are not accustomed to it. "During my first AI interview, I felt very awkward because I would see my face on the screen, which was completely different from the feeling of speaking to the interviewer offline." When talking about my "first experience" of AI interviews, Zhang Feng said, "I was quite nervous at that time, with both rushing answers and getting stuck. My state was completely different from when I practiced before. After the interview, I didn't even remember what I answered. It had been half a month and I hadn't received any further notice. This interview should have failed." Several interviewees with AI interview experience admitted that AI interviews didn't bring all the surprises of technological progress. Some recent graduates have reported that they live in school dormitories and lack independent and private spaces, making it difficult to find a completely quiet and undisturbed corner for AI interviews. In late October this year, Liu Ling, a senior student studying at a university in Beijing, received an AI interview notice from a well-known communication company in China. She happily went to various places on campus just to find a quiet place for the interview. But she couldn't find a suitable place, so in the end, she decided to attend the interview in the dormitory. She built a small private interview space for herself with a set of roller blinds and discussed with her roommate to avoid being in the dormitory as much as possible during the interview. On the day of the interview, while she was fully focused on answering the AI interviewer's third question, the dormitory door suddenly opened and a roommate spoke directly to her, saying she would go back to the room to get something and asking how the interview was going. At that time, I was boasting about my competitive advantage. Whenever I thought about my roommate being around, I felt a little embarrassed. My speech became intermittent and my facial expression was extremely unnatural. These behaviors were recorded by the AI interview system, and in the end, I didn't pass the interview. The question setting of AI interviews also brought many troubles to applicants. Sun Jiao, who majored in communication, applied for a fintech position at a certain bank. However, during the AI interview, she was asked how to use the "SWOT analysis method" to increase coffee sales. This obviously sales oriented question is far from her major and job direction. Due to her lack of knowledge about the SWOT analysis method, she reluctantly answered for less than a minute before being speechless and had no choice but to submit her answer. During the interview, many job applicants expressed concerns about the need to collect a large amount of personal information such as facial and video data during the AI interview process. Can the recruiting unit properly safeguard this information? Some applicants also raised questions about whether AI interviews can guarantee fairness and whether the algorithms involved should be made public. Using AI cheats to deal with interviews is a great way for recruitment companies to improve quality and efficiency, as some candidates may not be accustomed to AI at first sight and will definitely receive a salary increase if they pass. Lin Sheng, a staff member of the human resources department of a bank in Beijing, introduced that his company is keen on using AI interviews in recruitment, with the core purpose of improving recruitment efficiency and reducing recruitment costs. For example, in autumn recruitment, companies face huge workload challenges, usually covering five rounds of processes including online application, written test, online interview, offline group interview, and individual interview. In this process, the human resources department needs to comprehensively assess the authenticity of the internship experience of job seekers, their proficiency in professional skills, and the matching degree between their comprehensive qualities and job requirements. This means that the human resources department needs to spend a lot of time and energy reviewing each resume and evaluating the various ability indicators of each job seeker, resulting in a high workload Lin Sheng said. He further explained that taking the need to interview 5000 candidates as an example, assuming that each candidate's interview time is 15 minutes, if traditional manual interview methods are used, the unit needs to arrange 5 interviewers to work continuously for 31 working days (according to an 8-hour work system) to complete all interviews. If we consider the follow-up work such as organizing interview files and ranking, the required time will be longer. If AI interviewers are used, it only takes 2 days to complete, and AI interviews have significant advantages in reducing costs. However, according to interviews with reporters, with the gradual popularization of AI interviews, a small number of applicants choose to use AI tools to deal with various interview questions in order to pass the interview smoothly. A candidate revealed that before the interview, they will activate an AI tool on their phone, set their reply identity as Autumn Admissions of a financial institution, and inform them that they will soon face an AI interview. During an interview, the tool "listens" to the interviewer's question and quickly provides the corresponding answer. You only need to use clich é s such as "this is a good question" and "after all, certain skills are crucial in the job" to delay time and wait for the answer to be generated. In addition to general AI tools, there are also some more professional AI hacks available in the market to cope with AI interviews. The reporter found through a search on a certain e-commerce platform using keywords such as "AI interview assistant" and "AI interview tool" that there are many merchants offering AI cheats such as "Offer Frog", "Face Dominator AI", and "Interview Treasure", with prices ranging from 1 yuan to 70 yuan. A merchant told reporters, "During the interview process, the software will transcribe the interviewer's questions and conversations in real time. You can directly click on the dialogue bubble to generate a corresponding answer for the question with just one click. From questioning to intelligent reply, it takes no more than 0.8 seconds to ensure that your communication is fast, natural and smooth." A shop owner who provides such cheats claims that their AI interview cheats can "handle any position and any question, with a pass rate of 100% after use, and a salary increase of over 30% after the interview. In the view of Wu Qian, a lawyer at Hunan High tech Law Firm, the development of regulatory compliance through the formulation and improvement of laws and regulations may involve multiple legal issues, as a small number of applicants may use AI cheating to pass interviews. From the perspective of infringing on the rights and interests of enterprises, the use of AI cheating disrupts the fair competition environment in recruitment, goes against the original intention of enterprise recruitment, makes it impossible for enterprises to accurately evaluate the true level of candidates, interferes with the normal talent selection process, and damages the interests of enterprise recruitment. If the applicant obtains a job opportunity and signs a labor contract through this, it may constitute contract fraud. Once the enterprise discovers and confirms it, it has the right to terminate the contract and demand compensation. In terms of violating personal privacy and data security, some job applicants who use cheats may input a large amount of personal information and upload data that may be collected, stored, or even abused by developers or operators, posing a risk of data leakage and potentially leading to the illegal use of personal information. The production and sale of some AI hacks may infringe on the intellectual property rights of others. For example, using unauthorized AI technology, algorithms, or models, or engaging in reverse engineering, cracking, and other infringing activities on related software, infringing on the original developer's copyright, patent rights, etc. To take a step back, using AI hacks to obtain job opportunities is also unfair to other honest applicants, and it disrupts the normal market competition order, violates the principles of fairness, impartiality, honesty, and business ethics. To effectively regulate the emerging field of AI recruitment, interviewed experts pointed out that relevant departments should formulate laws and regulations specifically for AI recruitment as soon as possible, clarifying the rights and obligations of enterprises, applicants, and AI technology providers in the recruitment process. For example, companies are required to follow the principles of fairness and transparency when using AI interviewers, disclose key algorithms and decision-making criteria to applicants, avoid algorithmic discrimination, and ensure equal employment rights for applicants. For job applicants, it should be clearly prohibited to use cheating tools such as AI cheats, and their responsibility for using legitimate means to participate in interviews should be stipulated. For behaviors such as using AI cheating and developing and spreading illegal AI cheats in recruitment, clarify the illegal nature and formulate severe punishment measures. For developers of cheating tools, fines, revocation of business licenses, and even criminal penalties will be imposed depending on the severity of the situation, in order to enhance the deterrent effect of the law Wu Qian said. Education expert Li Yiling believes that it is necessary to increase regulatory efforts and establish a dedicated AI recruitment regulatory department. Regularly check whether the enterprise AI interview system is compliant, including whether the algorithm is fair, whether personal information is secure, etc. Focus on monitoring the collection, storage, and use of personal information during recruitment, ensuring that companies obtain and process sensitive data such as facial and voice information of job applicants in accordance with laws and regulations, and setting strict security measures and time limits. Enterprises bear important responsibilities in the AI recruitment process and should establish sound internal management rules. Establish a strict AI interview algorithm review mechanism, conduct internal evaluation of the algorithm before using AI interviewers, and review whether its data sources are fair and unbiased, and whether the decision-making process is transparent and interpretable. Internal experts and external professional organizations can be invited to jointly review and ensure the fairness and reliability of the algorithm Li Yiling said. Ms. Huang, who works in human resources at a company in Yunnan, suggested developing measures to address the risks of AI interviews. When it is found that the interview results may be unfair or inaccurate, the system should be suspended in a timely manner and the manual review and re evaluation process should be initiated. If specific monitoring indicators are set, once there are abnormal fluctuations in the job interview results, the manual review process will be immediately initiated to re-examine the AI interview results. Employee training should be strengthened to enable employees participating in recruitment to have a deep understanding of the principles, limitations, and potential risks of AI interviews. Especially for employees responsible for reviewing AI interview results, their ability to identify and correct deviations should be enhanced. Employees' judgment of AI interview results can be enhanced through case analysis, simulation exercises, and other methods. In addition, companies should clearly inform applicants of the use of AI interview systems in their recruitment information, including basic principles, main evaluation contents, and measures to ensure fairness, in order to increase recruitment transparency and enhance the credibility of the company Ms. Huang said. Yue Zhen has been working in an artificial intelligence company in Guangdong Province for many years. He suggests that AI technology developers should continuously optimize interview algorithms to improve their fairness and accuracy. Improve algorithm structure and adopt advanced machine learning and data processing techniques to better identify and correct potential biases. Introduce multimodal data