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Figure 5. Sample game: Let's stack the ball. Figure 4. Computer screen shots of sample games.

Figure 5 Sample game: Let's stack the ball. Figure 4. Computer screen shots of sample games.

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Artificial Intelligence-Based Business Communication: Application for Recruitment and Selection
Artificial Intelligence-Based Business Communication: Application for Recruitment and Selection
Figure 1. HR process using the inAIR system. Al, artificial intelligence; HR, human resource; DB, database Although the interview process has potential benefit im- mensely from the adoption of AI and machine learning, the use ings, pass-failure judgements, and applicant guidance (Figure 1)
Figure 1. HR process using the inAIR system. Al, artificial intelligence; HR, human resource; DB, database Although the interview process has potential benefit im- mensely from the adoption of AI and machine learning, the use ings, pass-failure judgements, and applicant guidance (Figure 1)
Figure 2. Al interview process experienced by applicants. Al, artificial intelligence.
Figure 2. Al interview process experienced by applicants. Al, artificial intelligence.
Table 1. Detailed technology used in analysis of 4Vs: vision, voice, verbal, and vital sign discussed above. Instead of solving problems, the AI interview system has a total of 18 games that evaluate the motivation, emotional comprehension, cognitive abilities (e.g., executive function, attention control, memory, inference), decision styles, etc. of applicants (Figure 4). The game is configured differently depending on the position applied for, and each applicant solves different problems even if the applicants play the same type of games. The AI interview system generates questions within the same level of difficulty across different applicants. It is therefore difficult to disclose problems or cheat even if several applicants discussed above. Instead of solving problems, the AI interview
Table 1. Detailed technology used in analysis of 4Vs: vision, voice, verbal, and vital sign discussed above. Instead of solving problems, the AI interview system has a total of 18 games that evaluate the motivation, emotional comprehension, cognitive abilities (e.g., executive function, attention control, memory, inference), decision styles, etc. of applicants (Figure 4). The game is configured differently depending on the position applied for, and each applicant solves different problems even if the applicants play the same type of games. The AI interview system generates questions within the same level of difficulty across different applicants. It is therefore difficult to disclose problems or cheat even if several applicants discussed above. Instead of solving problems, the AI interview
Figure 3. Computer screen of the Al Interview process. Al, artificial intelligence.
Figure 3. Computer screen of the Al Interview process. Al, artificial intelligence.
Figure 6. Sample report of results. The expectations and concerns of applicants for AI inter- views are similar in content. The AI interview system is expect- ed to evaluate more objectively, but it is also expected to imitate human bias. This concern may be due to the lack of sufficient information on AI interviews. According to an internal survey, games were considered fun and less burdensome. Those inter- viewed also said that they would be less likely to be influenced by problem-solving skills compared to the personality aptitude test.
Figure 6. Sample report of results. The expectations and concerns of applicants for AI inter- views are similar in content. The AI interview system is expect- ed to evaluate more objectively, but it is also expected to imitate human bias. This concern may be due to the lack of sufficient information on AI interviews. According to an internal survey, games were considered fun and less burdensome. Those inter- viewed also said that they would be less likely to be influenced by problem-solving skills compared to the personality aptitude test.
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