人工智慧面試代理人是否會改變真人面試官對應徵者性格之判斷

隨著人工智慧迅速發展，這項技術開始結合許多應用工具，例如非同步錄影面試結合人工智慧的決策支援功能就是其中之一，而我們稱之為「人工智慧面試代理人」。利用人工智慧的機器學習，搭配大量數據資料庫的訓練，讓人工智慧面試代理人可以藉由應徵者的非口語化線索(如:臉部表情、肢體語言)，來分析出他們的人格特質。目前這項新型的面試工具在科技研究領域已經有一定的基礎及實證，但在結合實務應用中，面試官是否會受到人工智慧面試代理人影響進行判斷仍是未知。因此，本研究對象邀請60位具有許多實戰面試經驗之專業面試官進行實驗研究。探討面試官在接受人工智慧面試代理人後，是否會受到影響並產生改變。本研究結果顯示，在60位面試官在利用非同步錄影面試工具判斷相同應徵者的人格特質時，其判斷會產生高度一致性。而在面試官詳閱人工智慧面試代理人報告後，在五大人格特質中外向性、勤勉正直性以及情緒穩定性之判斷確實產生改變。在改變後發現，面試官會傾向人工智慧面試代理人所提供之內容。

關鍵字

人工智慧面試代理人；非同步錄影面試；五大人格特質；後見之明偏誤

並列摘要

With the rapid development of artificial intelligence (AI), this technology begins to combine with many application tools, such as asynchronous video interviews (AVI) used in employment interview. Machine learning using in the AI based decision agent with the trained data sets can help employers to analyze the job candidates’ personality traits based on their non-verbal cues including facial expressions and movement. At present, this new interview modality has provided some technical framework and validity evidences in the field of computer science. However, it is still unknown whether the human interviewers will be influenced by the AI agent for hiring recommendation. Therefore, the study invites 60 human resource professionals with real interview experience experimental research. The results of this study show that the human interviewers’ judgments toward a candidate’s personality were changed after the intervention of the AI based decision agent. Moreover, these interviewers changed their judgement of a candidate’s Extraversion, Conscientiousness, and Emotional Stability when they reviewed the computer judgements predicted by the AI based decision agent used in this study, while the human interviewers’ post-judgements were more similar to the AI’s judgements than their initial judgements.