“We break the answers people give down into many thousands of data points, into verbal and non-verbal cues,” says Mondragon. “If you’re answering a question about how you would spend a million dollars, your eyes would tend to shift upward, your verbal cues would go silent, or turn to ‘ums’ and ‘ahs’. Your head would tilt slightly upward with your eyes. The facial movement analytics would tell us you were going into a creative thinking style.”
The program turns this data into a score, which is then compared against one the program has already “learned” from top-performing employees. The idea is that a good prospective employee looks a lot like a good current employee, just not in any way a human interviewer would notice.
It sounds far fetched. Approaches like vocal analysis and reading “microexpressions” have previously been applied in policing and intelligence with little clear success. But Mondragon says their automated analyses line up favourably with established tests of personality and ability, and that customers report better employee performance and less turnover. https://www.theguardian.com/inequali...-the-age-of-ai
So basically, anyone with a nervous twitch, or any other visible form of anxiety, will not be hired, regardless of his or her ability and qualifications. But people with robot-like personalities will do very well.