Frequently Asked Questions

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Are HireVue Interviews and Assessments Fair?

  • How does HireVue prevent bias?

    This is an important question and one that HireVue has been working on for years. In fact, one of the main reasons we began developing our AI technology was to protect job candidates from some of the unconscious human biases that all people, including recruiters and hiring managers, have. We wanted to level the playing field by developing algorithms (assessment models) that would focus only on the parts of your interview that are actually relevant to success in the job you’re interviewing for, and would ignore things like which school you went to and what your GPA is or whether you have beautiful green eyes just like the recruiter’s best friend.

    As for algorithmic bias, HireVue has a well-developed process that involves testing the input data used to train our algorithms for bias, and then performing what organizational psychologists call “adverse impact” (bias) testing on the output data (predictions) produced by each algorithm. If we find that a certain factor studied by the algorithm is producing a biased result, we take it out of the algorithm, retrain it with all data except that factor, and test it again. This all happens before the assessment can go live in an interview, so you can rest assured that HireVue algorithms are de-biased long before you ever encounter them.

  • Will I be rejected if I’m not as expressive as others or am on the autism spectrum?

    Many people on the autism spectrum excel in job roles that don’t require you to be chatty or socially charismatic at all. Because each HireVue Assessment model (or algorithm) is designed for a specific job role, if you’re applying for a technical or analytical job type, it’s likely that your expressiveness matters very little to your ability to be successful in the job and those factors are either not considered at all or have a very light “weight” in the overall assessment. HireVue Assessments can study up to thousands of job-related factors, but each one is created to ignore the factors that simply aren’t predictive of (or important to) success in that particular job. So there’s a good chance that a lack of expressiveness won’t matter at all as long as you have the skills and competencies that organizational psychologists have found are critical to job success.

  • Can I trick or “game” a HireVue Assessment?

    Beyond practicing like you would for an interview, nope. No matter what some companies who are trying to sell you a service may tell you, there’s no course you can take that will help you game an AI-driven job assessment from HireVue. For one thing, there is no one AI algorithm that all companies use to assess candidates for all jobs. Each assessment algorithm (or model) is developed for one type of job role, and many were developed specifically for the company that is offering the job.

  • Interviews make me nervous. What if I don’t make enough eye contact or blink too much?

    First of all, feeling nervous at job interviews is perfectly natural. As to losing a chance at the job due to blinking too much or not making enough eye contact, it’s very unlikely to make or break your shot at the job. A HireVue video-based assessment is looking at up to tens of thousands of factors. One little expression or individual factor makes very little difference in the overall score. Customer-facing jobs, like a bank teller role, do require a degree of friendliness and attention to other people. A more technical job may not require the same degree of social interaction, and so factors such as whether you smile or make extended eye contact aren’t likely to be a part of the assessment model for that job. Do what feels most natural to you and focus on showing what you know about the job.

  • Do I need to use “keywords” during my interview?

    A HireVue video-based assessment considers the whole context of a response, not just certain words here or there. If you think of a multiple-choice assessment, you are often presented with a scenario and a list of potential actions, then prompted to choose the one that best fits what you would do. The same sort of evaluation happens in a video-based assessment. The key difference is that you can verbally describe the action you would take, rather than trying to fit your approach into one of the multiple-choice answers on old-fashioned assessment tests.

What is Being Assessed?

  • What is evaluated in a video-based assessment?

    Video-based assessments evaluate both what you know about performing the job (“hard skills” or competencies) and what recruiters call “soft” competencies, like communication skills, conscientiousness, problem-solving skills, team orientation, and initiative. The competencies in your video assessment are based on research by organizational psychologists about the skills and characteristics that are most important for success in that particular job role. The best thing you can do is to carefully study the job description and be sure that you have examples and real experience behind you in order to “show what you know” about doing that job well.

What Technology Does HireVue Use

  • Does every HireVue interview use an AI algorithm to analyze me?

    Many companies offer HireVue OnDemand and Live Interviews that are just that – plain old interviews via webcam with no artificial intelligence technology involved. Some companies also add HireVue Assessments (a separate technology) to the process, which means that your interview video will be analyzed by an assessment model (also called an algorithm).

    HireVue Assessments take the place of the old multiple-choice assessment tests some companies ask candidates to take, which will save you and the recruiters a lot of time. See questions answered below to learn a little about what the assessments are analyzing, but rest assured that they’re the same kinds of things that a recruiter or hiring manager would be looking for in a candidate for the job you’re applying for.

  • Will I be analyzed with facial recognition technology?

    Definitely not. Facial recognition technology is used to identify people, and the companies that you’re applying to already know who you are. HireVue Assessments – as opposed to regular HireVue OnDemand interviews – are able to study some of the expressions you make as you answer questions, but the assessment models are not trained to identify you and, in fact, couldn’t identify you.

    HireVue OnDemand and Live Interviews for companies that do not also use HireVue Assessments aren’t able to study your facial expressions, but simply record your answers to video questions on interviews and let you show a bit more of your personality to recruiters and hiring managers.

  • Does an algorithm, or a robot, decide if I get the job?

    Some news articles have made it sound that way, but in fact, HireVue OnDemand Interviews and HireVue Assessments are intended to be first steps in the overall interviewing process. For the vast majority of jobs, the interview (and the assessment, if the hiring company uses them) help recruiters make the first cut, and then those in the top group move on to person-to-person interviews before hiring decisions are made by people. So HireVue Interviews and Assessments are basically just replacing the typical 20-minute screening phone call with a recruiter and the long, multiple-choice question assessment tests before the top pool of candidates moves on to the person-to-person interviews. And, to answer your other question, no robots are involved – just software.

How Can I Prepare for My Interview or Assessment?

  • How can I prepare for a HireVue video interview?

    Research as much as you can about the responsibilities of the job to which you’re applying and the culture of the company overall. We wrote a blog post that gives a lot of helpful information about how to prepare for your interview over all, which you can check out 6 Tips to Ace Your Next Video Interview or our Candidate Help Center.

  • How can I prepare for a HireVue Assessment interview?

    Have you ever taken a multiple-choice pre-hire assessment test? In much the same way, your HireVue Assessment will study your video interview to understand and highlight your specific, job-related competencies, like communication and problem-solving skills.

    For example, for some customer-facing jobs, your interview may contain a question about how you would respond to an angry customer and you would be prompted to respond by recording an answer on video as if you were addressing that customer. In job roles such as these, your empathy, friendliness, and ability to address the emotions of the angry customer are critical.

    What to Expect: In a video-based assessment, you’ll be presented with a question – either written or in video form – and be given several minutes to respond to each question. Most video-based assessments include between five and eight questions.

    Preparing for the Video-Based Assessment: As you prepare for your video-based assessment, consider these tips. If some look familiar, this is because they are applicable to any interview situation. The same tips that help you succeed in a traditional interview will also help you succeed in a video-based assessment.

    • Research the company you applied to – their culture, their values, their products – and be prepared to speak to how your skills align
    • Understand the roles and responsibilities of the role you applied for
    • Be prepared to share your personal and professional experiences, the lessons you learned, and the results you achieved
    • Be familiar with the different types of interview questions, and come into the assessment with approaches in mind for responding each type.

    Common types of questions you’ll see in a video-based assessment are:

    • Situational judgement questions. You’ll be asked what actions you would take when confronted with a hypothetical situation.
    • Scenario-based simulations. You’ll be asked to simulate your actions in a hypothetical scenario. The key difference between this type of question and a situational judgment question is that you’ll act out your response, rather than explain it.
    • Past behavior questions. You’ll be asked to relate past experiences and previous challenges you’ve faced.

    Unlike a typical interview, you can complete a video-based assessment anytime, anywhere. Take advantage of this! Be sure to take your assessment during the time of day you feel sharpest and most alert.