HireVue is an online video system developed to help companies speed up the process of job interviews.
From Monsterboard to Craigslist to YorZ, advertising jobs online has become a standard part of the recruitment process.
The part of recruiting that has been lagging in its uptake of online technology, is the job interview. By conducting automated, online video Q&A sessions, HireVue (spotted by our friends at PSFK), aims to revolutionize how recruiters view and select candidates. Instead of sifting through resumes, they can watch candidates answer a set of specific questions, allowing in-depth screening before inviting people for face-to-face interviews.
Hiring managers submit questions, which appear on a candidate's screen for 30 seconds before a webcam begins to record his or her response. Videos are then posted online for recruiters to view when and where they want. HireVue expects to be running 4,000 interviews a month by the end of the year.
The advantages are obvious: video 'pre-interviews' enable companies to widen their net and evaluate more candidates, without the time and money required by traditional first round interviews. In addition, recruiters can replay certain answers, compare responses by various candidates, or use the video to refresh their memory before the actual interview.
One to partner with if you're in human resources or the recruitment business!
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We truly appreciate the post and thank you very much for the great article. If anyone has any questions or would like to see how HireVue works please do not hesitate to contact me at mnewman@hirevue.com or Ryan Money, CEO - rmoney@hirevue.com. Thanks!
Mark Newman
COO
HireVue
I suspect in some industries there could be the risk that "discrimination" suits might arise, if a prospective hiree were to feel they were discriminated against based simply on their looks.
I do agree with Troy, but also wanted to add this thought... what's the difference between being turned down because of looks via web cam and being turned down for looks if the meeting was face-to-face? The interviewee spent the time and gas (or bus ride) to get over to the interview and then still doesn't get the job based on their looks, anyway?
I sincerely don't condone or support any type of discrimination, my point is in asking, what would be the difference whether it's live or virtual? I do feel that, though, just as Troy pointed out that it may be taken as such.
Hirevue enables our Clients to see past the inadequecies of a Candidate's resume. It gives a personal touch to each applicant and truly enables our Clients to collaborate and determine "who" will fit into their organization while saving them time and money. Hirevue is a tremendous tool for any organization - and for ours it has helped distinguish our company in our marketplace while saving our clients time and money.
John Grotegut
President
Who Blue Resources, Inc.
Mill, there is one noticable difference: it is far easier to spot patterns of discrimination with the online version, simply because of the persistence of data.
In-person interviews don't lend themselves to such tracking.
In fact, I think that this capability should be integrated into the Hirevue infrastructure and used to assure applicants that it will only be used to track trends - I wonder how much personal information has to be discarded to keep the tracking relevant without appearing to collect too much personal information.
I heard VideoResume.com is a free site to post your video resume.
What about meeting for job interviews in virtual worlds such as Second Life?!
Robert Green | June 1, 2006 4:55 PM