Kibo to Select New Employees This Year with Participation of 'AI Interviewer'

AI·Big Data-Based Resume Plagiarism Check and New AI Competency Test Introduced

[Asia Economy Reporter Kim Cheol-hyun] As demand for non-face-to-face (untact) services has increased due to the COVID-19 pandemic, cases of public enterprises adopting artificial intelligence (AI) technology are also on the rise. The Korea Technology Finance Corporation (Kibo) has decided to introduce AI technology in this year's recruitment of new employees. This is to enhance the fairness and transparency of recruitment as well as to improve the efficiency of recruitment tasks.

According to Kibo on the 27th, AI and big data-based plagiarism checks on application forms and AI competency tests have been newly introduced in this year's recruitment of 75 new employees. The AI plagiarism check will be applied to the document screening stage, where 20 times the number of recruits are selected, and the AI competency test will be conducted for first-round interview candidates, who are selected at 1.5 times the number after the written test.

First, to pass the document screening, applicants must pass the plagiarism check filtered by AI. The AI verifies plagiarism by comparing the documents submitted by applicants this year with publicly available self-introduction databases and documents written by previous applicants. Based on big data, the AI examines the documents and disqualifies those detected to have plagiarism above a certain threshold. The AI also checks for content violating the blind recruitment principle. If information related to gender, physical condition, academic background, school name, age, family relations, place of origin, or marital status is included, the AI identifies it. A Kibo official explained, "We introduced AI-based plagiarism checks to supplement fairness," adding, "It is to give opportunities to applicants who have carefully and sincerely written their self-introductions."

The AI competency test conducted during the first interview process is a suitability assessment that verifies basic competencies, job fit, and organizational fit. The first interview consists of scored organizational fit interviews, job fit interviews, and discussion interviews, and separately, the AI competency test replaces previous aptitude tests to assess the suitability of applicants. This AI competency test includes simple questions similar to personality tests to check what kind of person the applicant is, as well as game-like questions that evaluate cognitive ability, quick thinking, problem-solving skills, and interpretation ability to assess the applicant’s competencies. It also includes video interview questions to evaluate responses and communication skills. The AI evaluates the applicant’s answers and reactions based on video footage captured by a camera. Although it acts as an AI interviewer, applicants who receive an organizational fit rating of D or below are deemed unqualified and disqualified, so it should not be taken lightly.

Applicants must pass these two AI-conducted assessments to proceed to the second interview. Final successful candidates will be confirmed in early December. Applications will be accepted through the recruitment website until 2 p.m. on the 9th of next month, and the written test will be held simultaneously in Seoul and Busan on October 17. Questions regarding this recruitment can be answered in real-time during a mobile open chat recruitment briefing held via SNS on the 31st. Director Lee Jong-bae of Kibo stated, "From 2017 to 2019, we recruited more than 70 new employees annually for the past three years, and considering the employment market contraction due to COVID-19, we decided to recruit 75 employees this year as well," adding, "We plan to conduct the recruitment while strictly adhering to government quarantine guidelines, prioritizing the prevention of COVID-19 infection among applicants."

This content was produced with the assistance of AI translation services.