The idea is that the AI helps highlight the top performers so that recruiters can dive in and spend time with the most promising candidates.
Larson said that he understands that people first hearing about HireVue may find it to be scary or invasive, like something out of "Minority Report," but he said that it's a tool to make jobs — for humans — more efficient. "The idea is not to replace recruiters," he said.
This made the technology seem much more practical to me, especially when recruiters have to go through hundreds of applications.
The strength of HireVue, however, is also its potential weakness — the AI learns from the employee pool hiring managers choose to feed it. It can then be customized to remove certain biases, such as vocal tics, but that is also dependent on human judgment. Ultimately, the AI is automating how hiring managers already recruit, and if they want to correct for past mistakes, they need to be cognizant of them in the first place.
Larson said that he and his team will be working on lessening the need for human intervention, refining their AI assessment toward an ideal that may or may not ever exist. In that case, after a candidate submits his or her application, "the algorithm is always right. It would be a 'Yes' or a 'No.'"
I came in second place, according to my "Insights Score," which was 65%. This meant that according to the software, I had 65% of the qualities of the perfect customer service rep.
I was provided the answer and tasked with presenting it in the clearest and most assuring way.
I had 30 seconds to prep my answer, and then a couple minutes to give my response. Most importantly, I was given unlimited tries, as all HireVue users are.
With the unlimited answer feature, you can review your recorded response before moving onto the next question, giving you the chance to decide if you'd like to give it another shot.
I made liberal use of this feature, and the estimated 25-minute application soon stretched into 45 minutes. Larson told me they experimented with unlimited and limited tries for questions, and said they found that the majority of users preferred unlimited.
These particular videos were low resolution, and HireVue CTO Loren Larson told me this was intentional, so that applicants could focus on the question itself. Other companies choose to have their recorded material be sleek and high resolution, he told me. It's all a matter of customizing the experience to suit your branding and needs, he said.
The screenshot above is, obviously, not from my interview (I did not take screenshots of images as I went through the experience), but it's similar to what I saw.
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