You’ll then complete a question-based assessment and then a telephone or face-to-face interview. Job matches pagination - current page 1 Previous pageįor traditional recruitment methods, you typically need to provide a detailed CV and cover letter as part of the initial screening process. There are many differences but one of the most obvious is the length of time it takes to complete. What’s the difference between AI video assessments and traditional recruitment methods? However, the algorithm or model for that specific job role only includes those factors that studies show are predictive of job performance. This includes verbal and nonverbal content. The algorithm can measure up to tens of thousands of factors for a particular job. The majority of the evaluation focusses on what you know and express in your answers to the questions. However, expressions are only a few of the many factors the algorithm considers. If the job you’re applying for is a customer-facing role in which communication and personality skills such as empathy and friendliness are critical, the assessment model may consider a smile and eye contact to be predictive of job success. Or if you don’t smile enough, don’t make enough eye contact, or blink too much. What do they measure?Ī common misconception is that an algorithm will mark you harshly if you aren’t charismatic on camera.
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It does this by indicating which group of candidates are most likely to succeed in the role, based on data points proven to be predictive of job performance. If the company has integrated AI into the process, the algorithm (also called an assessment model) will help the recruiter make a more informed decision. Whether that’s your living room, a quiet corner of a coffee shop, or elsewhere.Įach interview follows the same structure, consistently delivering exactly the same experience and creating a level playing field for all candidates applying for that particular role. Each assessment takes approximately 20 minutes to complete and you can conduct it in a location that best suits you. Candidates are asked a set of job-specific interview questions, then record their answers to those questions on video using their smartphone or computer.Īs a candidate you’ll have a couple of minutes to answer each question, before moving on to the next. It works similarly to an in-person interview. Often, it may serve as a substitute for or a supplement to the traditional cover letter and CV. How do they work?Ī video interview is typically the first step in the hiring process.
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So, how do they work and why are so many companies integrating them into their hiring process? Let’s find out. Many global brands including Unilever, Hilton and Urban Outfitters are using video and AI solutions successfully to hire thousands of brilliant candidates each year. In particular, if they don’t have a clear view of how employers use it and what it evaluates. The internet and global media have also fuelled concerns about ‘the machines taking over’ and ‘AI bias impacting workplace diversity.’ This may – quite rightly – cause some candidates to feel apprehensive about the role of AI. Will I come across well on camera? Will a robot be judging me? How can it assess my skills fairly? While the prospect of any type of job interview can feel like a daunting prospect, adding the combination of AI and video into the mix can easily exacerbate that fear. This includes the use of video interviews, both alone and sometimes in combination with an AI-driven assessment that can perform a pre-hire job analysis based on candidates’ video interviews. In recent years, they are increasingly turning to innovative new hiring solutions in an attempt to streamline the process and minimise candidate dropouts to retain top talent. Recruiters recognise how challenging this experience can be for candidates. Sometimes there’s also a separate pre-hire assessment test, which traditionally consists of dozens of multiple-choice questions that can take an hour or more to complete.