HireVue
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History
In 2004 HireVue was cofounded by Mark Newman and Chip Luman in 2004 while they were students at Westminster College. [2] At first the software was just meant as a way for recruiters to give one way interviews and store the video footage for comparison and analysis of candidates. The company would ship webcams to candidates because webcams were still not common at the time.[3] In 2008 HireVue received series A funding of $1,000,000 from Peterson Ventures. Two years later in 2010 HireVue received series B funding of $5,000,000 from both Peterson Ventures and Granite Ventures. HireVue proceeded to acquire CodeEval a company specialized in tech industry recruitment software for an undisclosed amount in 2012 as well as receive series C funding of $17,000,000 from five different investors. And then a year later in 2013 HireVue received series D funding of $25,000,000 from six different investors led by Sequoia Capital. In 2014 HireVue acquires another company Reschedge, a cloud technology company that specializes in interview scheduling technology solutions for an undisclosed amount. The company closes out another round of funding in 2015 with $45,000,000 from the series E round. HireVue then acquires Candidate Measures, MindX, and Ally in 2016,2018, and 2020. An undisclosed amount of money was also raised from The Carlyle Group in 2019.[4]
Features
Asynchronous
Through the use of webcam technology, HireVue can record a virtual interview for recruiters to analyze at a different time. This feature gives both recruiters and candidates the flexibility to conduct the interview at any time and at any location. Due to the flexibility of the interviews, companies using HireVue can send out virtual interview requests at a higher frequency than traditional interviews. HireVue claims that the increased number of interviews given will increase diversity in hiring because of the wider net cast.
AI Technology
HireVue started utilizing AI technology in 2014 to analyze and assess candidate performance.[5] Facial recognition and speech analysis technology allows nuances such as facial mannerisms and speech tone and patterns to be quantified. By using proprietary algorithms on large data sets HireVue can produce data on what a future top performer will look like. Overall performance of candidates is outputted as a employability score for companies to use. Use of this automated AI technology has been met with criticism.
Controversies
The use of AI software to judge candidate performance has been met with many criticisms. In 2019 the Electronic Privacy Information Center filed a complaint with the Federal Trade Commission to investigate the ethics of facial recognition algorithms used by HireVue. [6] Critics have said that the use of analyzing features such as speech accents, sentence structures, and facial expressions can lead to inherent biases with hiring. Candidates that come from minority groups often have different speech and facial mannerisms than the candidates that are labeled as high performing by HireVue's AI technology. In an effort to combat these criticisms HireVue has dropped the use of facial analysis in calculating an employability score and has had third party audits done on their software to maintain a standard of ethics in regards to diversity. The third party audits have resulted in positive results but with areas to still improve. There are still many criticisms on the use of speech analysis in HireVue technology.
References
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