We got to experience HireVue’s AI technology that allows companies to sort and grade video job applicants. Below is a transcript of the video.
Rich Feloni: I’m Rich Feloni, strategy reporter at Business Insider. I first heard about HireVue when I wrote about Unilever’s experiment in hiring. Unilever is one of many large companies that is incorporating artificial intelligence into their recruitment efforts. HireVue uses video analysis to screen employees and rate them before a recruiter even gets to look at their interviews.
Loren Larsen: I’m Loren Larsen. I’m the chief technology officer at HireVue. HireVue has a platform that simplifies the job interviewing process. The most common use of that is what we call an on-demand interview where you create a set of questions. They respond on video, and then we use artificial intelligence algorithms to evaluate their performance and then we analyze the interview and predict their performance, based on the interview.
Rich Feloni: HireVue set up an application for me where it was 11 interview questions. I used my iPhone. The entire time I felt very awkward and very self-conscious because I was looking at a video of myself.
Larsen: And then we made an analysis of the features that are important for that job and produced what we call an insight score. Which is essentially his ranking compared to all the other candidates that we’ve seen. Fortunately Rich did really well in this interview.
Feloni: Basically what this is just doing is looking for things like eye contact, enthusiasm, if this is someone who’s going to be working with clients face-to-face. Do they smile or are they down cast? Are they looking away from the camera? So some of my skepticism was averted when I actually saw how the product worked.
Larsen: The machine is going to look at 25,000 different features and complex relationships between those. It might see things that I’m not able to see the human.
Feloni: AI in recruiting at this point is still basically in its infancy. I think what HireVue is doing is interesting. They’re going into uncharted territory. It seems that a lot of large companies are happy with the results.
Larsen: Of the candidates that we screened for this, he was 2nd. He had a 65% insight score. So we actually want to make him an offer.
