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.
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.
Many companies offer HireVue OnDemand and Live Interviews that are just that – plain old recordings of interviews via webcam with no artificial intelligence technology involved. Some companies also add HireVue Assessments (a separate program) 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 the 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.
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.
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 pioneered many new methods for preventing bias in our assessment tests (algorithms). The main way we do this is by making sure that the assessments focus only on the skills and competencies that research shows is important to success in the job you’re applying for. Assessments never look at age, race, gender, or even things on your resume such as GPA or the college you attended. Only skills and competencies are measured.