The use of artificial intelligence in Personnel selection processes It is generating an intense debate in the technological sector. On the one hand, companies are shown anxious to implement ia in their processes and encourage their employees to use this type of tools to improve your productivity.
On the other hand, some companies consider a trap that candidates resort to tools from AI during work interviews or in the selection processes. Between so much contradiction, in Canva,The Saas de Design Service, have decided to make the use tools of AI into an essential requirement for their future employees and invites them to use them during their technical tests, as he collected The Register.
Canva changes the rules. Canva has taken a radical turn in its personnel selection process. Now, candidates to cover development positions must use programming assistants based on artificial intelligence during technical tests, As explained Simon Newton, Canva Platform Chief in a statement.
This decision is based on the fact that “almost half of the Canva Border and Backend engineers use a programming tool assisted by AI” daily, which converts the Use of AI tools in something expected and fundamental for the work they will develop in the company. “We believe that AI tools are essential to maintain productivity and competitiveness in the development of modern software.”
Change of criteria. The development manager confessed that there has been a change in criteria in this regard. “Until recently, our interview process demanded candidates to solve programming problems without the tools they would use at work,” said Newton.
By prohibiting the use of these tools, Canva realized that I was not evaluating correctly The skills of their candidates maintaining technical criteria that had become obsolete, forcing them to use them clandestinely. “Instead of fighting this reality and trying to control the use of AI, we decided to adopt transparency and adapt to this new reality. This approach gives us a clearer idea of its real performance by joining our team,” said Newton.
Internal discrepancies. Despite the logic of the reasoning offered by the head of Canva, not all of its employees They have taken good The change of criteria in interviews. Some of their engineers assured that the selection tests had become “sessions of Vibe Coding“
However, Newton has wanted NEW WORK CONTEXT. “We continue to evaluate the foundations of computer science through the new process and we hope that engineers assume the full responsibility of any code they produce, whether they have written them themselves or with the help of AI,” Newton wrote in his statement.
Criteria disparity with AI. Many companies continue to consider that the use of artificial intelligence in technical interviews is an unfair advantage or even An unacceptable trap during the selection process. In some sectors, it is feared that candidates can hide their lack of real knowledge by relying on AI to overcome the evidence, which has led some companies to demand face -to -face interviews to avoid its use.
In fact, paradoxically, even companies like Anthropic, which Claude develops, has asked its candidates that do not use the To fill in applications for vacancies.
On the other hand, technology companies such as Duolingo and Shopify are actively promoting the use of artificial intelligence Among its employees and encouraging them to form In its use. This trend indicates that, in a short time, other companies could follow the steps of Canva and assess the domain of AI as an essential skill to access their work teams.
Image | Unspash (Swello)
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