recruitment teams

Abstract: Automated interviewers and conversational agents are increasingly used in research, recruitment, customer service, and education. However, many existing systems rely on fixed question sequences and provide limited context-based personalization without considering participants' knowledge, which can lead to repetitive or irrelevant follow-up questions. Therefore, there is a need for an adaptive interviewing system that can adjust question depth while maintaining conversational continuity and semantic progression. To address this, an Evidence-Traceable Dynamic Interviewer Architecture is presented using a locally hosted Large Language Model (LLM), with the interview continuously adapted throughout the entire conversation based on the participant's responses and evolving context. The interviewer profiles participants' expertise in real time to generate knowledge-appropriate questions, well-articulated responses, and smooth transition messages that support conversational continuity. A five-module prompt-driven architecture and persistent interview-state record support these functions. The interviewer was evaluated with 246 participants. Expertise Profiling module (M3) showed 78.9% exact agreement with independently reported participant expertise, with a weighted Cohen's K of 0.80. Generate Iterative Questions module (M4) showed a strong expertise-complexity association (p=.79, p<.001), and participants reported high relevance (mean 4.41), engagement (mean 4.32), and satisfaction (mean 4.38), providing evidence that the architecture's adaptive components operated consistently with their intended functions while participants reported a positive interview experience.

Abstract: Multi-agent systems (MAS) leverage interactions between agents to perform complex tasks. Despite their success, we show that these interactions can also lead to homogenization, i.e., agents converging to similar behaviors. Homogenization in MAS can reduce agent diversity and reinforce shared failures. In this paper, we operationalize homogenization using three metrics: conformity to the majority, polarization towards extremes, and growing inertia against changes over subsequent interactions. We evaluate homogenization in MAS for code generation, hiring, and scientific peer review. Across these tasks, we show that homogenization translates to concrete downstream risks: in code generation, it hides and amplifies correlated errors which can create systemic vulnerabilities; in hiring, it allows the influence of biased agents to persist long after their removal; and in peer review, it creates uneven evaluation standards across research areas. Our results establish homogenization as a failure mode of MAS, demonstrating that MAS evaluations must move beyond aggregate performance to carefully analyze interaction dynamics. Finally, we show that simple approaches to increase diversity---leveraging sampling stochasticity and mixed-models MAS---fail to reduce homogenization risks, highlighting the need for strategies to effectively leverage agent diversity.

Abstract: AI-assisted job-search tools have become increasingly popular by making it easier to find and apply to jobs. But by making it easier for applicants to generate and tailor application materials, they can also reduce how informative those materials are about applicant fit. We study this tradeoff in a hiring market where applicants differ in experience and latent match quality and firms use noisy application materials to decide whom to screen. We ask how AI affects downstream screening and hiring, and which applicants are most adversely affected. As application materials become less informative, a Bayesian firm rationally relies more heavily on coarse observables such as prior experience. Among the four applicant types defined by experience and compatibility for the job, inexperienced-compatible applicants are the most exposed: they lack observable experience and lose the individualized information that could distinguish them from other inexperienced candidates. When screening is costly, these changes can also generate inefficient screening failures in which firms screen no applicants or screen only experienced applicants. We then show that multistage hiring can arise as an endogenous firm response: a relatively inexpensive intermediate assessment allows firms to acquire new evidence of fit before costly full screening. This can restore screening opportunities that disappear under one-stage hiring and give inexperienced-compatible applicants a path to screening. Our results show how AI can shift the central friction in hiring from submitting applications to obtaining credible evaluation, creating entry barriers for high-fit workers without prior experience. Multistage hiring can endogenously arise in response, restoring evaluation opportunities that would otherwise disappear and helping preserve market functioning.