These clients include companies like Goldman Sachs, Unilever, Under Armour, and Vodafone.
#Hirevue video interview ai analyses series
HireVue has raised $93 million since its Series A round in 2008, and CEO Kevin Parker told me it has had more than 600 clients. The ideal candidate is a composite of traits triggered by body language, tone, and key words gathered from analyses of the existing best members of a particular role.Īfter the algorithm lets the recruiter know which candidates are at the top of the heap, the recruiter can then choose to spend more time going through the answers of these particular applicants and determine who should move onto the next round, usually for an in-person interview.
#Hirevue video interview ai analyses software
HireVue uses a combination of proprietary voice recognition software and licensed facial recognition software in tandem with a ranking algorithm to determine which candidates most resemble the ideal candidate. I’m also going to guess the FTC will indeed get involved.Four years ago, HireVue began the next phase of its life with the integration of AI. I’m guessing this is why the FTC has been called upon to investigate. “It works fast and it’s easy and it’s high-tech” are not sufficients reason to use this “A.I.”. In other words, the employer would be making 100,000 errors. is still not appropriate for the application it’s being put to. works very fast and without involving humans. that addresses a company’s need to hire 100,000 workers is that the A.I. In other words, the scientists say that a business that uses these algos and claims specific benefits from their use is misrepresenting them. They warn that commercializing the algos at this time could lead to errors. In fact, they warn that the algos are immature and may not even do what is expected of them. algorithms make no claims they can be used in the job interview process. The article points out that the scientists who are working on these A.I. : I can see how you might come to that conclusion, but all the employer would be doing is compounding the problem. researchers say should not be commercialized for job interviews? How do you say NO? What does it mean that MIT Technology Review, and possibly the Federal Trade Commission, are taking on this $25 billion industry? And what do leading HR executives who rely on HireVue and other such systems have to say about all this?
Then offer to do a Zoom meeting, maybe without video.Īre you willing to be judged by algorithms that A.I. Maybe you should tell the employer that MIT says so. The researchers behind this technology say it’s bogus to use it for job interviews and are calling for consumer protections. (artificial intelligence) algorithm can then “analyze” your expressions, tone and body language to judge your “employability,” you need to hit the PAUSE button. But if they want you to record a robo-interview video so that an A.I. If an employer wants to meet over Zoom or Webex, that’s one thing. But what kind of video interview you subject yourself to is another matter. Now, during the time of COVID-19, you’re going to have to do video interviews - no getting around that. We keep doing it because it just keeps getting worse. We’ve torn down and examined the video interview before, and HireVue’s version in particular. Commercialization is hurting people right now.” (HireVue did not respond to a request for comment.) Meredith Whittaker, a research scientist at NYU and co-director of AI Now, emphasizes the difference between research and commercialization.”We are particularly calling out the unregulated, unvalidated, scientifically unfounded deployment of commercial affect recognition technologies. Many agree that their work–which uses various methods (like analyzing micro-expressions or voice) to discern and interpret human expressions–is being co-opted and used in commercial applications that have a shaky basis in science.Īn Illinois law regulating AI analysis of job interview videos went into effect in January, and the Federal Trade Commission has been asked to investigate HireVue (though there’s no word on whether it intends to do so). There are no strong, peer-reviewed studies proving that analyzing body posture or facial expressions can help pick the best workers.
Companies like HireVue claim their software can analyze video interviews to figure out a candidate’s “employability score.” These assessments could have a big effect on a candidate’s future. But many of these promises are unsupported by scientific consensus. Or maybe you’ve been interviewed by one yourself. Perhaps you’ve heard of AI conducting interviews.
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