AI interview enables hirers to invite top applicants to complete an audio or video (if available) screening call with an AI interviewer as a first step of the interview process. It is an early-stage LinkedIn Hiring Pro Jobs feature. The interview is generated based on the role’s qualifications and includes AI-recommended questions and ideal answers, which the hirer can review and edit before sending to applicants.
How it works
- Hirers can select up to 40 applicants to receive an AI screening interview invitation.
- The draft interview is designed using AI-generated questions and expected ideal responses based on the job description.
- Hirers should review and edit both the questions and the ideal answers before sending.
- Hirers choose who to invite and send the interview link via LinkedIn Messaging.
- Candidates can choose to take a practice interview or to complete the hirer’s voice-based or video-based AI screening interview at their convenience.
- Candidate answers are evaluated based on alignment with the hirer’s ideal answers.
- Hirers receive a transcript of the candidates’ AI screening interviews, AI-generated summaries and ratings, along with the audio or video recording.
- Hirers then decide which candidates to invite to the next stage of their recruitment process.
How hirers access and use the feature
To set up AI screening interviews, select Edit questions from your Hiring Plan. We’ll use your job post and AI to suggest questions and ideal responses, which are used for ratings (see below). Make sure to review and edit the questions and responses.
To invite applicants to take an AI screening interview, navigate to your applicant list and select Interview with AI. We’ll suggest language for an InMail message to send the applicant inviting them to participate. Make sure to review and edit the message, as you may be required by law to include certain information, such as privacy notices or instructions for requesting an accommodation. Note that AI screening interviews are optional for applicants, and they will not be automatically disqualified if they decide not to participate.
Important to know
Like other generative AI features, the AI screening interview outputs may be inaccurate. We have taken several steps to reduce inaccuracy, but AI responses and summaries should be reviewed closely.
Hirers should ensure that their interview questions are job-relevant and follow our Professional Community Policies. We recommend avoiding questions that request sensitive information from members.
What hirers receive after screening interview
Once the candidate completes the AI screening interview, you receive the full transcript and the audio or video recording, along with AI-generated summaries and a 5-point rating based on your ideal responses. As the hirer, you are responsible for reviewing and verifying all AI-generated information before making any hiring decisions. Candidates may contact you to request an accommodation, or to access their rating, summaries, transcript, or recording. You retain full control over evaluation and can decide how to proceed with each candidate.
Where to find interview status
Once an interview invite has been sent, the status is included within the applicant list.
“Created AI screening Xm ago” appears when the hirer has sent an AI screening interview to an applicant.
“Completed AI screening Xm ago” appears with an AI screening rating, for interviews that have been completed by the applicant and are ready to be reviewed by the hirer.
How interview ratings work
Ratings are determined by using AI to analyze the applicant’s interview transcript. The overall rating provided to the hirer is the average rating of the applicant’s responses to each of your questions. Each of the applicant’s responses is rated on the following criteria:
- Its match to the hirer’s ideal response
- Whether the applicant supported it with details, such as evidence and examples
- Whether it was clear, concise, and well structured
Note that as the hirer, you may have legal obligations associated with AI screening interviews and ratings, and are responsible for final hiring decisions. We encourage you to review the candidates’ AI interview transcripts or recordings, in addition to the ratings and summaries, before making any decision on candidate advancement.
If you prefer not to receive candidate ratings, you can turn them off and still receive an interview summary without a numerical rating or agentic recommendation. To update this preference, go to the AI Interview module on the Hiring Plan page and select AI Interview Settings. On the settings page, you’ll find an option to turn off AI-generated applicant ratings.
Can candidates access interview ratings?
No. Candidates don’t automatically receive interview ratings, transcripts, or interview summaries. They can request access by contacting the hirer directly.
How AI screening interviews and practice interviews process candidates’ (members’) data
AI screening interviews need to process candidates’ personal data on behalf of the hirer in order to record candidates that choose to use the feature, and facilitate and analyze the interview conversation. More information about how personal data is collected, generated and shared for AI Interviews follows:
- Interview Content. Personal data is recorded by LinkedIn on behalf of the hirer during an AI screening interview, including candidate image (if their camera is on) and verbal responses. Candidate verbal responses are processed with AI to facilitate the conversation. Candidates can take steps to limit the personal data by the nature of their responses and by participating in AI interviews in a private environment free of audio or video from others.
- Interview Insights. Personal data is generated about the AI screening interview, including date, time, length of interview, and interview transcript, which is used to create AI-generated ratings and summaries of the interview (see more above on the rating).
How is data processed by the hirer and LinkedIn under GDPR
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AI Interviews: Hirers are the data controller of applicant AI Interviews; LinkedIn is a data processor on behalf of the hirer. AI screening interviews are a service that hirers instruct LinkedIn to provide. Under GDPR, hirers are the “controllers” or the responsible party for personal data generated during the AI screening interview. Candidates can contact the hirer or refer to their privacy notices for information about the hirer’s use and processing of personal data, to request an accommodation or to exercise your data protection rights.
Recordings and transcripts are shared with the hiring manager for applicant evaluation and review. The LinkedIn team may use automated or human review of interview transcripts or recordings for quality assurance and product improvement purposes.
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Practice Interviews: LinkedIn is the data controller for practice interviews. Personal data generated during practice interview sessions is used by LinkedIn to provide the service and help us improve the AI interview product and experience in line with our Privacy Policy. Note: LinkedIn does not provide hirers any information about practice interviews of candidates. If candidates do not want us to use this information to train GAI models that generate content, they can choose to opt-out through this setting.
AI screening interviews leverage generative AI models to be able to suggest questions and ideal answers, engage with the candidates in the interview and generate the ratings and summaries shared with a hirer. LinkedIn assesses and uses a variety of generative AI models to enable its products so that it can seek to continually improve its products. For this product, LinkedIn may use Microsoft's Azure OpenAI API service to power the feature. Member inputs are processed by LinkedIn using the Microsoft service, but are not accessed by Microsoft or OpenAI except by Microsoft in circumstances described here.
How is LinkedIn ensuring AI content won’t include any discriminatory, abusive, or biased content?
LinkedIn strives to ensure that its products and services are fair, including by measuring and mitigating algorithmic bias. Our objective is to ensure equally qualified members receive equal treatment by our models. As with all our products, our teams continuously assess our systems, and if harmful biases are identified, we will work to address them.
What are LinkedIn’s Responsible AI Principles?
AI is not new to LinkedIn. LinkedIn has long used AI to enhance our members’ professional experiences. By leveraging the power of AI, we help our members connect, increase productivity, and achieve success in their careers.
Inspired by, and aligned with, Microsoft’s leadership in Responsible AI, LinkedIn applies Responsible AI Principles that we use to guide our work.