Analyzing the Job Interview
At HireVue, the special sauce is marrying predictive analytics to candidate interview videos. HireVue has analyzed millions of video responses to break down everything from word choices to facial expressions, and has matched these variants to outcomes—such as who was eventually hired for which position.
“We look at which indicators matter most to a company," explains HireVue CEO Mark Newman. “We have tens of thousands of data points, but for every position, the data points that are most important will vary."
For example, the software can indicate if a candidate speaks in a monotone, uses “I" more than “we" or speaks with gaps between words. (Candidates for a telesales position, for instance, might be less successful if they speak in monotone.) HireVue's analytics also measures pupil dilation and temperature changes on a job candidate's face during the interview.
The company's aim, Newman explains, is to uncover people likely to be good at their prospective jobs. “Our goal is that when managers meet with two or three candidates, any one of them would be a good choice," he says.
Recruiters' New Role: The Culture Fit
As hiring professionals adopt artificial intelligence, how will recruiting evolve? “You'll use AI to get rid of the things that a recruiter does that aren't efficient," like searching through hundreds of resumes, Innotrieve's Thurber says. “Recruiters won't be used to discover the talent—they'll be deciding if candidates identified by AI are a good fit" for the company's corporate culture.
But the human element in the hiring equation is unlikely to get pushed aside by AI, say industry watchers. Even Google, which is known to find developer candidates through stealthy online testing, still does in-person interviews in order to identify candidates' “Googleyness."
“We'll never replace the interview," untapt's Donner says. “The part we're trying to accelerate is getting those two people into a room as fast as possible."