Interview job applicants to obtain and verify information used to screen and evaluate them.

“Interview job applicants to obtain and verify information used to screen and evaluate them.” is a supplemental task performed by Human Resources Assistants, Except Payroll and Timekeeping. Among the occupation's 19 rated tasks, workers place it 17th by importance (#3 most important). About 53% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Interview people to obtain information. in Getting Information

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E2. Exposure with tools — software built on top of a language model (not the model alone) could cut the time by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 0.50. Automation potential label: T2.

Other tasks in this occupation

• Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. · importance 4.1
• Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. · importance 4.1
• Explain company personnel policies, benefits, and procedures to employees or job applicants. · importance 4.0
• Process and review employment applications to evaluate qualifications or eligibility of applicants. · importance 4.0
• Inform job applicants of their acceptance or rejection of employment. · importance 3.9
• Provide assistance in administering employee benefit programs and worker's compensation plans. · importance 3.9
• Select applicants meeting specified job requirements and refer them to hiring personnel. · importance 3.8
• Prepare and set up for new employee orientations. · importance 3.8
• Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. · importance 3.8
• Gather personnel records from other departments or employees. · importance 3.8
• Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. · importance 3.8
• Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability. · importance 3.7
• Examine employee files to answer inquiries and provide information for personnel actions. · importance 3.7
• Administer and score applicant and employee aptitude, personality, and interest assessment instruments. · importance 3.5

See all tasks on the Human Resources Assistants, Except Payroll and Timekeeping page.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-task-2695,
  title  = {Interview job applicants to obtain and verify information used to screen and evaluate them.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-2695}
}