Frequently Asked Questions

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How can I prepare for a HireVue virtual interview?

  • Do Your Research

    First of all, 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 do just that, and you can see that blog post here.

  • Choose Your Space

    The next step to prepare for a video-based interview is to choose your space. Remember that your responses will likely be viewed by recruiters and hiring managers. You should make sure you are in a well-lit environment, and try to ensure you have a good internet connection. That said, if you do lose connection in the middle of your assessment, you’ll be able to pick up where you left off with the same link you used to begin the interview previously.

    Be aware that the employer will be able to see what is behind you as you take your video. While most video-based assessments take under 20-30 minutes to complete, you should set aside 45 minutes to stay on the safe side.

  • Check Your Tech

    Beyond doing research and choosing your interview space, here’s a list of technical items to check out before your interview:

    • Figure out which device you feel most comfortable interviewing with (computer, tablet, phone)
    • If you choose to take the interview on a tablet or smartphone, make sure you’ve downloaded the HireVue app for iOS or Android.
    • For a HireVue OnDemand Interview (the kind you do without another person at the other end that lets you choose when and where to do the interview), we recommend having an internet download and upload speed of at least 350 Kbps per second (.35 Mbps). It’s very rare to have a connection slower than this, but just to be safe, you can test your internet speed here. If your internet speed is lower than 350 Kbps per second, close any other applications that may be using bandwidth or look for an alternative connection or place to conduct your interview.
    • Make sure your device is fully charged or plugged in while you conduct your interview to avoid any unexpected battery outages or shutdowns.
    • Try to find a room with decent lighting so your face is clearly visible. We also recommend closing the blinds if you’re planning on sitting with your back to a window during the daytime.
    • The HireVue video interview platform lets you test and ensure your internal microphone is on and working before you start the interview. You can test your internal microphone prior to your interview by recording a voice memo to be sure it’s set up properly.
    • Make sure your browser is running the most recent version of Adobe Flash (you don’t need to do this with Mozilla Firefox or Google Chrome). Click here to download.
    • If you’re interviewing on a computer, it’s natural to look at the window displaying your video feed and not your web camera. We recommend positioning that video feed window near the top center of your screen so that looking at this feed will also make it look like you’re looking at the camera.

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 HireVue Assessment Interview

    As you prepare for your HireVue 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.


  • Will my HireVue OnDemand interview have an AI algorithm analyzing me behind the scenes?

    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.

  • Do HireVue interviews use 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.

  • Is it true that an algorithm – or a robot is deciding whether or not 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.

  • Will this HireVue interview mean that I won’t be able to interview with or talk to a person before a hiring decision is made?

     Nearly all companies who use HireVue interviews and assessments simply use this as a convenient first step in a longer process that involves person-to-person interviews later on. This step is often used to replace the screening phone call many recruiters have with candidates like you. Just as would happen if HireVue were not part of the process, if the recruiters choose to bring you past this screening step, then you’re almost certain to have one or more person-to-person interviews later on.

  • What happens to all my HireVue interview and assessments data after the hiring decision is made?

    HireVue stores your personal data based on the retention period chosen by the company that you’re interviewing with. We automatically purge personal data when that company’s retention period expires. However, you can also request that your personal data be deleted at any point in the process. It’s important to note that if you submit a deletion request to HireVue, HireVue doesn’t decide whether to delete or not delete your data, the company to which you’re applying does, and HireVue can only follow the instructions of your potential employer.

    To request deletion of your data directly from the potential employer, you can email the recruiter you’ve been in contact with or check the application page on that company’s website for instructions. Keep in mind that the company where you’re applying could have other jobs that are a good match with your skills, so read the information the company sends you carefully to see what your options are.


  • What sorts of competencies are 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.


  • I read that algorithms can be biased just like people are. How does HireVue deal with that issue?

    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. If you’re a data scientist, coder, or just a technology lover and want to learn more about how we do this, this blog post may be of interest to you.

  • I have been diagnosed as being on the autistic spectrum. Will the assessment or algorithm give me a lower score because I may not be as expressive as some other people?

    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.

  • I get really nervous taking interviews and feel a little awkward even in face-to-face conversations. Will I lose a chance at this job if I don’t make enough eye contact or if I 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.

  • Does a video-based assessment look for “keywords”?

    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.

  • 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.