Your next recruiter screening interview might not require a candidate to show up. Ashutosh Garg, CEO of AI talent management platform Eightfold AI, predicts job seekers will soon be able to send their digital twin instead.
Garg recently launched TwinCafe, a platform where job seekers can upload their résumé, LinkedIn profile, work samples, and other relevant documents to create a digital version of themselves. The platform generates a shareable link that Garg envisions candidates placing at the top of their résumé or LinkedIn profile.
The idea isn’t simply to save candidates time. Garg believes digital twins could change the way companies screen talent. Rather than spending the first 20 minutes of an interview walking through a résumé, a recruiter could question the candidate’s twin beforehand, digging into previous roles, skills, or gaps in their work history. The recruiter could then reserve time with the actual candidate for questions that require human judgment and interaction.
“My main motivation was that a résumé is so limiting,” Garg says. A digital twin, he argues, can “fill in the blanks” on parts of a candidate’s background that might otherwise raise questions, such as career breaks or moves between industries.
Recruiters today spend much of an initial screening interview verifying information on a candidate’s résumé, Garg says. If they can do some of that with a digital twin beforehand, the actual interview “could be a lot more focused on the human aspect versus the fact-check aspect,” he says. “The quality of the interview dramatically improves.”
Garg envisions a future in which a recruiter may not even need to be present for the first screen at all: They can simply send their own agent to talk to the job seeker’s digital twin. This would allow them to surface people the standard résumé would have rejected—and interview way more people.
“Why limit a screening to five candidates?” Garg says. “Why not interview everyone?”
Kristin Stoller
Editorial Director, Fortune Live Media
kristin.stoller@fortune.com
Fortune Office Hours
This week, Claire Borelli, chief people officer at TIAA, answers your burning workplace questions. This week’s question was submitted by Fortune editors. Responses have been edited for length and clarity.
Q: In the last few months, I’ve noticed lots of news about people accused of misconduct outside of the workplace that sometimes leads to them getting fired or suspended from their jobs.
What should a company do if an employee has been implicated in a crime, but there haven’t been official charges or a trial yet? If the employee is let go, could they potentially sue a company down the line if they are found innocent?
A: These are certainly sensitive situations. More and more, we’re seeing allegations play out in real time through social media and news coverage, sometimes before all the facts are known.
A company doesn’t have to wait for a verdict or trial before taking action. The goal is to understand what happened, gather as many facts as reasonably possible, weigh the impact on the organization, and make a thoughtful decision based on what they can determine. The employer’s job isn’t to determine guilt or innocence. It’s to protect employees, clients, and the business while treating the employee fairly.
The nature of the allegation, the industry, and the employee’s specific role are all factors in determining next steps. Some roles are held to a different standard by nature of the work. In finance, for example, if someone managing clients’ money is accused of fraud, that context carries a different weight and may warrant a different response than it would for other roles.
As for whether an employee could sue if they are later found innocent, the answer is yes. Employees can challenge decisions if they believe they were treated unfairly or unlawfully. That’s why it’s so important for employers to rely on a fair process, assess the information available at the time, and document the rationale and reasoning.
You won’t always have all the facts, and you’ll rarely have a perfect answer. What you can control is being fair, being clear about why you decided what you did, and making a choice you’d defend later.
Have a workplace situation that you’re unsure how to navigate or a scenario worth unpacking? Send it our way anonymously via this form.
Watercooler
A round-up of the most important HR headlines from Fortune and beyond.
Culture fit. OpenAI is piloting a “mission interview” for job candidates to test if they are a good fit. Fortune
Reverse retirement. Some retirees are being forced back into the workforce thanks to inflation and other financial difficulties. Washington Post
Rich recruits. Interns at top financial firms get paid around $50,000—and get recruited earlier than ever before. Wall Street Journal
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