Treat AI agents like job candidates? No, not like that. Treat them better, with respect.
It sounds great at first. AI agents can perform great tasks for your company, or they can wreck your company with a single destructive action. That’s what motivated the advice from attorneys Spencer Glende and Samuel J. Hartman of law firm Mayer Brown.
“The authors said their advice is to treat a pilot like a job interview. A careful employer checks whether a candidate has the right skills, can be trusted and is worth the salary. Companies should ask the same three things about an AI agent. Can it do the job? Is it safe? Will it pay off?”
Um…have Glende and Hartman interviewed for a job since COVID?
Because job interviews these days are atrocious.
Provided your interviewer even shows up, and provided they don’t cancel at the last minute because the position was already filled or cancelled, any bot attending an interview will be distraught over the wasted compute cycles.
- First the interviewer will give the history of the company and its multiple “Best Place To Work” awards. Stuff that has no bearing on what the bot will actually do.
- Then the interviewer will ask the bot questions, making it very clear that the interviewer never read the bot’s specifications (the equivalent of a human’s resume).
- Third, the bot will ask questions about the tasks, and the interviewer will not know the answers.
And what happens after the interview? Probably nothing. The bot will never hear from the company again. Or the bot may get “lucky” and receive the “while your skills are exceptional we are moving in a different direction” message.
So please do NOT “interview” the candidate AI agent. Do better.
