As Work described, HireVue allows the flexibility to interview when it’s most convenient—because when you interview shouldn’t impact your evaluation.

Here are just a few examples of the candidates you could be passing over if you only allow people to interview between typical 9-5 hours:

A stay-at-home mom looking to rejoin the workforce who isn’t free until after her kids go to bed
A nurse who works an overnight shift and wants to interview in the evening because she had to sleep during the day
A student applying to internships early morning before a full day of classes and his part-time job

Give your candidates the option to interview when it’s convenient for them, because the data shows that’s what they want—50% of HireVue interviews are completed outside normal business hours.

An on-demand shows you value your candidates as people. Every single candidate has a different need, and offering them the technology to meet those needs shows you value your candidates as people and not just workers.

Support fairer hiring. Candidates notice.

In this year’s candidate research, 50% of candidates said they’re more likely to apply for a job when a company displays strong DEI initiatives.

Fair workplaces start with fair hiring. And beyond it being the right thing to do, implementing fair practices doesn’t go unnoticed by your candidates.

The Co-operative Bank is the world’s first and only UK high street bank, with a customer-led ethical policy. In short, they don’t provide banking services to organizations that conflict with their customers’ views on a comprehensive range of issues (human rights, environmental issues, etc).

After Covid disrupted the job market, the bank needed a way to efficiently manage the influx of candidate applications—in addition to ensuring there were measures in place to receive more diverse and high-quality candidates.

As a result, they implemented HireVue Video Interviewing and Assessments to ensure all their candidates were evaluated consistently and based on the same factors—backing their decisions with science instead of gut-instinct. The results? A 90% reduction in bias and a 50/50 gender hiring split… and a 90% candidate CSAT score.

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