科技時代的快速發展，伴隨著人工智慧的崛起，越來越多領域將人工智慧應用於日常工作中，也包含人力資源領域。本研究旨在探討基於性格自動感知並結合非同步視訊面試與人工智慧決策功能的人工智慧面試平台，是否能夠根據應徵者傳遞出的非語言訊息準確地模擬面試官評估其溝通技巧與五大性格。本研究共邀請114位受試者，其中包含57位應徵者及57位在人力資源領域擁有招募經驗的面試官，應徵者需完成五大性格之自評問卷，並登入人工智慧面試平台完成非同步視訊面試。待應徵者完成面試後，面試官需觀看三位應徵者的面試影片並完成溝通技巧與五大性格之他評問卷。兩個月後再次邀請同一批應徵者進行再測研究，檢測人工智慧面試平台的再測信度。
將收回的研究資料透過組內相關係數對每一位應徵者收到來自三位不同面試官的分數進行分析，以瞭解不同面試官看待同一位應徵者之溝通技巧與五大性格是否具有一致性。使用皮爾森相關係數、解釋變異量、均方誤差及分類器平均準確度來檢測人工智慧面試平台是否能有效且準確地預測面試官的他評分數。並藉由組內相關係數檢測人工智慧面試平台預測模型的再測信度。
研究結果證明人工智慧面試平台可準確預測面試官感知到應徵者的溝通技巧、親和性、神經質和經驗開放性，但無法預測外向性和盡責性。其中只有溝通技巧和神經質兩構面具有良好的再測信度。本研究認為人工智慧面試官可應用於人員甄選流程中，協助應徵者履歷的初步篩選，並建議未來深度學習模型可以萃取更多的非語言訊息，及進一步調教模型參數以提升效度。

This study aims to use an asynchronous video interview platform plus an artificial intelligence decision agent based on Automatic Personality Perception, called AVI-AI to explore whether the AVI-AI can accurately simulate human raters’ perception of communication skills and Big Five personality traits according to the non-verbal messages transmitted by the job applicants. In this study, we invited 114 participants, including 57 interviewers and 57 interviewees to collect ground truth of the interviewees’ communication skills and personal traits perceived by the interviewers in a structured behavioral interview setting.
The experimental results show that the AVI-AI could accurately simulate the human raters’ perception and judge candidate’s interpersonal communication skills, openness, agreeableness, and neuroticism perceived by the experienced Human Resource professionals. However, AVI-AI could not predict the perceived conscientiousness and extraversion. Moreover, only communication skills and neuroticism have satisfied test-retest reliability in this study. In the future, we believe that AVI-AI can be used to substitute human raters’ work in employment screening for assessing candidates’ interpersonal skills and neuroticism automatically.

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