Goldman Sachs wants students to stop using ChatGPT in work interviews with the bank

• Goldman Sachs warns of young job seekers of using artificial intelligence During the interview. Instead, the bank, which is $ 176 billion, encourages applicants to study the company in preparation. Other companies such as Antarbur and Amazon also warned the candidates against spreading artificial intelligence – and if they are arrested, they may be excluded.

While many companies are proud of all the competencies that will come with artificial intelligence, some of them discourage potential appointments from using it to get a leg in interviews with recruits and employment managers.

The Goldman SACHS team has sent the bank’s investment academy in Europe, the Middle East and Africa recently an email to students who mention them with its expectations for interviews, such as I mentioned before Efinancialcareers. Goldman uses the Hirevue video interview platform to customize candidates before evaluating it and maintaining a set of best practices for job seekers. Based on the best practices guidelines, young applicants are encouraged to prepare for interviews by studying the financial results of the company, business principles, and basic values. But they cannot bank artificial intelligence to help them.

“As a reminder, Goldman Sachs prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process,” indicated the email, according to someone who saw the message.

Hirevue is an Amnesty International Talent Evidence platform, known as the behavior of behavioral questions that reveal the skills of applicants. Gen Z’s job seekers in using ChatGPT or other chat to play the recruitment process-but not frustrated, is not the most applicable option.

The Goldman Sachs virtual interview allows 30 seconds of preparatory after the question, followed by a period of response for two minutes, according to Search from Efinancialcareers. This makes it difficult for those looking to write a router A in Chatbot quickly, remove an answer, and determine the offensive line. In addition, responses are not designed and unique to the individual, which may harm the interview more than help.

The policy of male intelligence in Goldman may seem a paradox, as half of the 46,000 company employees of the company can reach technology. But other companies move the same paradox as they try to fully embody the fully artificial intelligence strategies in a constantly changing technological environment.

Other companies raise the use of artificial intelligence

Goldman Sachs is not the only main company that warns applicants not to use artificial intelligence during employment. The giant anthropologist, which has a value of $ 61.5 billion in the field of recruitment last month, but told job seekers that they could not use advanced technology to fill their applications. The company argued that it wanted to test the contact skills of potential appointments, and the clouds that use artificial intelligence that evaluation.

“Please do not use artificial intelligence aides during the application.” Description For hundreds of jobs. “We want to understand your personal interest in the anthropoor without mediation through the artificial intelligence system, and we also want to evaluate the unii -backed communication skills.”

Amazon retail giant does not like it when potential talents use artificial intelligence tools during the recruitment process. Earlier this year, Beheemoth, which cost $ 2 trillion, has shared instructions with internal recruits, stressing that the arrested candidates should be excluded using artificial intelligence during job interviews. According to Amazon, the tools give “an unfair advantage” that strengthens the analysis of the capabilities of a person “authentic”.

“To ensure a fair and transparent recruitment process, please do not use genetic tools during your interview unless she allows explicitly,” the guidelines, I mentioned before Business Insidermale. “Failure to adhere to these guidelines may lead to the insecurity of the recruitment process.”

This story was originally shown on Fortune.com