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Recently, we interviewed a senior candidate for a role.
On paper, they were excellent, with relevant experience and an well-written presentation. It was a fairly rigorous process, and all was going well until the face-to-face stage. Very quickly, it became clear that something was missing when the candidate couldn't speak to their material or explain the thinking behind the ideas in their presentation. Of course, AI was the culprit.
This story captures something important about where we stand on hiring in fintech right now. In today’s day and age, HR teams, especially those within tech companies, can’t expect candidates not to use AI. In fact, it would be concerning if they didn’t. However, this is why the ‘in-person’ stage of the process is even more important than it used to be, because it weeds out those who blindly trust AI-generated outputs without thinking critically.
As a result, HR leaders across the board are thinking about how to ensure their processes are fit-for-purpose to find the right people for their business by cutting through the AI smoke and mirrors.
Digging deeper into AI-generated outputs
AI fluency is becoming a baseline expectation in every industry. Companies want curious people who are comfortable using AI tools and can use them intelligently as part of their day-to-day work.
The challenge now for employers is that the use of AI can make it harder to get to the crux of what a candidate is about. A polished output doesn’t necessarily show how someone thinks, solves problems, or whether they can spot when an answer is wrong.
The challenge now for employers is that the use of AI can make it harder to get to the crux of what a candidate is about. A polished output doesn’t necessarily show how someone thinks
In fact, the increasing ubiquity of AI fluency makes judgement and curiosity, qualities that can’t be replicated by AI, more valuable than ever. These are the qualities that allow candidates who are fluent in using AI to really interrogate the output, apply judgement to it, and make informed decisions about what to do with it.
At Form3, these are the qualities our process is designed to find by assessing how someone approaches a problem they haven't seen before, how they respond when their thinking is challenged, and how much they genuinely care about their work.
