[ahuja_s]

In the case of a programmer, the chatbot will ask questions around expereince and projects and simply collect useful information by asking probing questions. The hiring manager gets to review this information and rate it on a scale of 1 - 5. From a sample of such ratings a model of answer ratings is built which simply assists the hiring manager in highlighting the good candidates faster.

So why would a programmer talk to the chatbot? Because the chatbot actually knows more about the subject matter than a non-technical recruiter.

[dozzie]

So the chatbot basically aims to save hiring manager's time, not to provide anything to interviewed programmer. Or even worse: not hiring manager's, but recruiter's time.

Again: why would the programmer want to do anything in this setting?

> [...] the chatbot actually knows more about the subject matter than a non-technical recruiter.

It's a stretch to say that the bot knows something. And what is "the subject matter" here?

[ahuja_s]

I appreciate the question!

Have you ever worked on job applications where you had to spend 45 - 60 mins just to complete the essays and cover letter trying your best to match your skills to what you think is needed? If you are talking to a chatbot while applying for the job it would take no more than 15 - 20 mins answering targeted questions about your background. No essays, just specific questions about projects that the chatbot found on your resume uploaded.

1. That saves the candidate's time she doesn't have to guess what info is required 2. If the employer is okay with it, the chatbot has the ability to give feedback as to why the candidate is not suitable at this time...saying something like we are looking for candidates with more experience in recommendation systems etc.

The chatbot doesn't do well as an interview tool in all contexts. (the contexts you and I have in mind may be different) It would be horrible to assess very experienced people with it. But it is a great tool to shortlist the people you want to interview in person and really spend time with before making the hiring decision. It's great for when 100s of candidates apply for the same job. It's also really good for blue collar positions.

In Asia we have startups using our chatbot because they are growing really fast and their existing team can't handle the pace at which they are receiving applications.

On the subject matter question, we are building ontologies for the chatbot to understand certain kinds of jobs and skills associated with them.