In 2016, HireVue officially launched HireVue Assessments – assessments that are both candidate-friendly and predictive. Recent research has shown that a traditional assessment process with poor candidate experience could be costing your firm revenue. 

HireVue uses data science, machine learning and video to power HireVue assessments.

But a key piece is also leveraging Industrial-Organizational Psychology (IO) in the mix. Today, we’d like to introduce our IO Psychology Team and pull back the curtain on their experience and journey to the disruptive assessment space.   But first, a definition of IO Psychology for the uninitiated: the scientific study of working and the application of that science to workplace issues facing individuals, teams, and organizations. The scientific method is applied to investigate issues of critical relevance to individuals, businesses, and society. (SIOP: Society for Industrial and Organizational Psychology)

Introducing HireVue’s Chief IO Psychologist

Dr. Nathan Mondragon is Chief IO Psychologist at HireVue and responsible for researching the science behind the Insights product, and working with our customers to custom create Interview/Assessment content within the Insights process. He has over 20 years of extensive experience blending Talent Management and Technology solutions and is a recognized expert in the blending of recruitment and selection into a seamless integrated solution.

In 1996, Nathan was the lead IO on a matrixed team that developed and delivered the first ever integrated online selection assessment/ATS system in conjunction with Coopers and Lybrand. He has over 50 manuscripts, presentations, and workshops on IO and technology solutions, has been quoted or featured in over 15 popular press articles, and was interviewed on NPR’s Morning Edition about the future of Recruiting and Assessment. He has held leadership positions with Aon, SHL, DDI, Dell, Taleo, and Oracle. Nathan received his Ph.D. in Industrial and Organizational Psychology from Colorado State University.

Q&A with Nathan:

HV: When did you first become aware of HireVue and what was your perception?

Nathan: I was introduced to HV about 9 years ago.  I wasn’t interested as vanilla Video Interviewing wasn’t exciting to me. Additionally, my assessment practice was just booming at that time. I thought HV was interesting, but I didn’t see much of a future beyond providing cost efficiency to avoid travel costs to replace the 1:1 interview with OnDemand.

HV: So, initially you weren’t interested at all.  What eventually led you to HireVue?

Nathan: Once I met with Loren [Larsen, HV CTO] and got a much deeper dive on Insights and had a discussion about growing into a HireVue Assessments solution, I was hooked.  It was clear to me the future of assessments is ours to define and justify.  

HV: Why does the HireVue Assessment make sense?

Nathan: Current assessments use the same old approach to what questions to ask. Only the delivery mechanism has changed over the decades (from paper to web-based). Many assessment companies think the next wave will be gamified approaches. I believe our approach with video questions and Deep Learning algorithm analytics will be the future of assessments. Instead of asking 100 old school questions, or playing 12 games (60 minutes in length), both of which takes an hour to complete, we provide 10 HireVue assessment (video) questions – and by the way, these are also your prescreen and video interview questions.  With our Deep Learning algorithms, we are statistically linking the video outcomes to each customer’s unique business metrics providing immediate ROI results.  

Introducing HireVue’s Senior IO Psychologist

Dr. Josh Liff is a Senior IO Psychologist with HireVue, focused on building predictive analytics assessment and interview solutions that integrate the state-of-the-art in data science and IO Psychology practices. Prior to joining HireVue, Josh was an assessment consultant with Oracle and Taleo Corporation. As an external consultant with Taleo and Oracle, Josh focused on developing and validating employee selection tools and processes for enterprise clients across a diverse range of industries, job roles, and levels. Josh also has expertise in the areas of leadership development, organizational simulations, and training design and evaluation. In the technology space, Josh was a principal developer of a comprehensive online system for providing vocational guidance and occupational matching to students and job seekers. Josh received his M.S. and Ph.D. in Industrial and Organizational Psychology from Colorado State University. He has contributed to professional practice via industry and academic conference presentations, as well as invited talks, and several peer reviewed journal article publications.

Q&A with Josh:

HV: When did you first become aware of HireVue and what was your perception?

Josh: As an assessment consultant for Taleo, I presented at a user conference back in 2011. I attended a joint session between HireVue and a large, international hotel group on video interviewing. 5 years ago, video interviewing was much more of a nascent technology that mostly being significantly adopted by leading edge organizations. At the time, I was impressed by the partnership between HireVue and the well-known hotel brand. As an IO psychologist, I was well versed in the potential of structured behavioral interviews to predict job success, but in my experience, it was an extremely difficult selection program to develop with respect to scaling and embedding quality and consistency in the evaluation process. I saw great value in the ease of use of the HireVue platform, video quality, and the ability to standardize practices across business units and teams.  

HV: So, you weren’t as hard to convert as Nathan. What led you to HireVue in your current capacity?

Josh: There are two factors and perhaps a bit of fate that lead me to my current role. First, I was introduced to the HireVue team and learned about the direction they were moving in with respect to leveraging machine-learning techniques to enhance the predictive power of candidate and employee video interactions. Further, fast forward 5 years or so, and I was impressed with both how HireVue continued to innovate and apply state-of-the-art predictive methods to the video interview medium, as well as the speed with which the company had innovated and disrupted the status quo of the interview and assessment market landscape. In the employment assessment domain, scientists and practitioners have made great progress over the years in measuring cognitive ability and personality traits that predict important job success and organizational outcomes.

What intrigued me the most about HireVue was the ability for me to apply selection science in novel and innovative ways. We are continuing to push the boundaries on what is possible in terms of the extent to which we are able to capture and measure job relevant behaviors and attributes within a dynamic interaction. That is, beyond what is possible in a traditional assessment process whereby candidates respond to close-ended static questions, HireVue’s Assessment approach presents candidates with rich, scenario-based questions that allow candidates to generate open-ended responses that reflect the way in which they would respond in an actual job-relevant scenario.

Once I was aware of the team’s commitment to enhance the applicant experience while maintaining the rigor of an assessment process, I eagerly jumped on board to join the team.

HV: Why does the HireVue Assessment make sense?  

Josh: The traditional assessment process is broken in a number of critical ways. Inherently, there is a trade-off between the length of an assessment and its predictive value. That is, in order to comprehensively assess all of the important components of a job it typically requires more than 100 questions and 45 minutes to an hour and a half of a candidate’s time. In addition, the process is tedious for candidates to complete, and deviates considerably from the types of behaviors a candidate would actually perform in a job.  With HireVue Assessments, you can achieve the predictive value of a traditional competency-based assessment within 6 to 10 video questions and approximately 15 to 20 minutes. Furthermore, candidates are presented with an engaging experience that provides an opportunity to respond to questions in an active fashion rather than passively selecting the best response option among alternatives.  

Why a HireVue Assessment?

“Most companies have four distinct hiring steps: pre-screen, interview, assessment, final interview. If you can get two steps and have the same quality of hire results would you adopt the solution? Most say yes.” Dr. Nathan Mondragon*.

*Officially, Nathan and Josh are Drs., but we just call them Nathan and Josh – and you can to. 

If you’d like to learn more about the general types of assessments – read our blog post for an overview.