09/01/2024

Teaching Transitioning Military About Interviewing: The AI Factor

By Mary Rydesky

Career practitioners (CPs) can inform transitioning service members (TSMs) how to be more successful in the modern-day interview. The pace of technological evolution is challenging for TSMs (Chiancone (2023). When TSMs understand how recruiters make decisions, they grasp how the interview fits into the process. Recruiters seek to decrease process costs by finding the best talent in the shortest amount of time with the least  effort. By using technology tools, recruiters can minimize expenses and time to fill a position (Zielinski, 2021). Virtual interviews become less intimidating when TSMs understand how these tools can evaluate the authenticity of a resume (i.e., it truly describes the person under consideration). Further, TSMs can provide better data, for the recruiter to evaluate job fit in a non-traditional interview, if they remain aware of their digital body language (Dhawan, 2023) and the need to communicate as if speaking to a human.

Because interviews may be conducted virtually (Moran, 2018), TSMs may be interviewed by a remote human or by a robot. Many TSMs have not previously interviewed if their careers were strictly military, resulting in unfamiliarity with the process. To them, encountering a robotic interview process devoid of eye contact, nonverbal feedback, and dialog can be especially unnerving. Additionally, TSMs are taught to avoid encounters with chatbots and robots, as well as other artificial intelligence (AI) tools that could threaten the loss of confidential information. Working with CPs may benefit TSMs so they may be more communicative and effective in the interview process.

Interview Preparation

By suggesting simulated experiences, CPs help TSMs increase their interviewing confidence and reduce anxiety. TSMs may appreciate this practice when they understand that analysis is a security measure being used in hiring as part of verifying that a candidate is qualified for the job and author of the resume. This occurs when the recorded virtual interview is transcribed, and the TSM’s verbal responses and resume demonstrate consistent communication.

Directing TSMs to practice the robo-interview and discuss their experiences helps them learn what to expect and how to master emotional responses. Using newer online tools provides CPs with feedback for the TSM to enhance coaching interactions.

ChatGPT, Claude, Co-pilot, Bard/Gemini, InterviewBuddy, and Prepper (Eckhart, 2023; Hannaleck, 2023; & Kuhn, 2024) and Yoodli are web-based AI tools useful in interview skill coaching. CPs can use these to model search prompts that yield interview questions for specific positions and then guide TSMs to independently add additional prompts. By entering a prompt, the TSM receives realistic interview questions related to a specific opportunity. Here’s an example of one technique for CPs to use: "I am interviewing for a Customer Service position at ABC Company. Guide clients to list ten questions that might be asked (followed by a copy of the position description)."

CPs can also direct the TSM to ask ChatGPT the following:

"I am applying to Lowe's for a cashier position. What questions might I get asked in the interview for this job? The job responsibilities include (insert text duplicated from the job ad).

A sample ChatGPT response is as follows:

When applying for a cashier position at Lowe's, you can expect interview questions that assess your customer service skills, ability to handle transactions accurately, and your understanding of the responsibilities associated with the role. Here are some potential questions you might encounter:

1. Can you tell us about your previous experience in customer service or cashier roles?
2. How do you ensure accuracy when handling transactions and managing a cash register?
3. How would you handle customers who are dissatisfied with their purchases?
4. Lowe's emphasizes providing a friendly, helpful customer experience. Can you give an example of how you've gone above and beyond to assist a customer in a previous role?
5. What techniques do you use to stay organized and efficient during busy periods at the checkout?

This exercise goes far beyond the usual questions about strengths/weaknesses asked in an interview. However, due to practice with uniquely targeted questions via tech tools, the TSM will become more adept with responses to behavioral questions as listed above. When CPs can coach TSMs through a wider variety of questions generated by AI in less time than would be required to generate a list specific to a TSM’s situation, both practitioner and client gain value.

The Interview

CPs can prepare TSMs for a variety of situations using mock interviews. Repetition prior to performance is well known to many TSMs, as experiential ‘exercises’ are fundamental in preparation prior to combat and execution of defense duties. Directing TSMs’ use of newer AI tools can help candidates gain confidence by using online sites that integrate AI while supporting repetition for skill building.

CPs should alert TSMs that they may be expected to ask questions about AI during an interview (Navarra, , n.d.) and thus, they should also expect to be asked about AI. Preparing answers about experience and ethics of use improves candidates' presentation (Grable, 2023). When TSMs inquire about a company’s use and AI policies, they appear well-informed and demonstrate readiness to adapt to the non-military workplace.

Another online tool the TSM needs to be aware of is the video interview. The introduction of Zoom, Teams, and similar programs transformed interviewing, allowing humans to be remotely located. Not only do these tools reduce travel and meeting costs, but they also permit evaluation of the candidate's online skills which can give the TSM a competitive edge. Chatbots now provide interviewing for companies in addition to customer support. Some companies have conducted interviews using apps such as Second Life, assessing candidates' preparation to work in the virtual environment. Also, note that many companies seek candidates who are aware of online body language such as how an avatar moves when directed, assessing movement, verbal skills, and facial expressions (Dhawan, 2023; Meeker, 2022).

Through mock interviews, the CP can focus on the differences between a video interview and a robo-interview. When conversing with a remote human on video, the TSM must consider elements that are not present when interacting with a robot such as clothing choices. Through this distinction TSMs may be more focused on words which verifies their identity as the same person who wrote the resume (Citroën, 2023).

Post-Interview

While preparation and interview practice are invaluable, the feedback of the CP provides the plan for a TSM’s growth. The CP’s feedback can confirm that the TSM can demonstrate the ability to employ AI tools in work processes, which assures employers of 21st century skills. Reminding TSMs that employers are using AI to streamline the hiring process helps TSMs communicate their identity accurately, which makes recruiters more confident of the truth: the TSM’s written and recorded answers are not the work of an AI generator.

Success with AI Interviewing

Automation has affected many business processes, and recruiting processes are especially vulnerable to substitution by cost-saving (AI) tools. When CPs explain that recruitment may progress through a series of interviews, including a screening phone call, a robo-interview sequence, a video conference, and a simulation before a live, person-to-person interview, TSMs gain a better sense of the need for tools that increase hiring efficiency. Informing TSM jobseekers of this trend improves their chances of successful job offers. At the same time, career practitioners become more efficient by developing skills with AI programs that can increase TSMs’ self-sufficiency in preparing for interviews.

References

Chiancone, C. (2023, June 9). Harnessing the power of artificial intelligence to transform veteran services, education, and job opportunities. LinkedIn. https://www.linkedin.com/pulse/harnessing-power-artificial-intelligence-transform-job-chiancone/

Citroën, L. (2023, June 8). The pros and cons of using AI in your post-military job search. Military.com. https://www.military.com/veteran-jobs/pros-and-cons-of-using-ai-your-post-military-job-search.html

Dhawan, E. (2023). Digital body language: How to build trust and connection, no matter the distance. St. Martin's Press.

Eckhart, J. (2023, October 6). How to weaponize AI for your post-military job hunt. Military.Com. https://www.military.com/veteran-jobs/how-weaponize-ai-your-post-military-job-hunt.html

Grable, R. (2023, August 4). Removing barriers to veteran employment with AI. Training. https://trainingmag.com/removing-barriers-to-veteran-employment-with-ai/

Hannaleck, K. (2023, December 15). Leveraging AI for a seamless transition: A guide for military veterans on finding your next job. Put Veterans to Work. https://www.putveteranstowork.com/post/leveraging-ai-for-a-seamless-transition-a-guide-for-military-veterans-on-finding-your-next-job

Kuhn, M. (2024, February 1). ChatGPT: Tips for career searching. Career Convergence. https://ncda.org/aws/NCDA/pt/sd/news_article/554257/_self/CC_layout_details/false

Meeker, K. (2022, September 1). Helping clients overcome obstacles to virtual meetings. Career Convergence. https://ncda.org/aws/NCDA/pt/sd/news_article/459665/_self/CC_layout_details/false

Moran, G. (2018, August 15). How to nail an interview with a chatbot. Fast Company. https://www.fastcompany.com/90216307/how-to-nail-an-interview-with-a-chat-bot

Navarra, K. (n.d.). 5 questions to ask about AI during a job interview. SHRM. https://www.shrm.org/membership/students/5-questions-to-ask-about-ai-during-a-job-interview

Zielinski, D. (2021). Automation can reduce cost of benefits. SHRM. https://www.shrm.org/topics-tools/news/technology/automation-can-help-reduce-cost-benefits

Dr. Mary M Rydesky, SHRM-SCP, has developed expertise in HR throughout her career. Maryholds a doctorate in business management. Her research has focused on trust in the workplace. She is a member of the faculty at Wayland University and Waldorf University, and in her private practice, she assists all job seekers in career management. She is recognized for facilitating distance learning and providing non-academic training to adults, many of whom are transitioning from military careers to civilian life. Mary can be reached at mrydesky@transitionmanagement.us