Many video interviews are assessed by advanced machine learning and not human beings. When this was implemented by larger companies a few years back, the machine learning algorithms looked at facial expressions, muscle movements, body language, vocal tones, word choice and thousands of other data points. This was then translated into a score, which was then compared with a learned score of top performing employees at the company. The closer the applicant was to this score would determine the success of the video interview selection process!
However, a new article recently posted on Efinancialcareers discusses some major changes to the automatic video interview process which Hirevue, one of the biggest companies within this recruitment industry, has gone through and which you should be aware of before your next video interview.
What has happened the last couple of years
According the above article, Hirevue has mostly stopped using body language and muscle movements as part of its algorhitm as predictors of an applicant’s success. Nor do they profile existing top employee performers as part of its algorithm either, as they want to avoid hiring applicants with identical behaviours and eliminating bias the best they can. They also have continuous audits to make sure the screening process is based on equality and fairness. The biggest change is therefore that now it is mostly about what you say in the video interview, not how you say it! Most of the screening questions consists are all about job – based competencies and is it how you respond to these questions, what you actually say and words you use, that is mostly measured.
The algorithm has created standardised rubrics for loads of different competencies and these rubrics have boxes for what is a great or a not so great answer. It is the combinations of where you end up in these rubrics that will decide whether you are successful at the video interview or not. E.g. someone that just states they “like working in a team” will be placed in a lower score rubric than someone who gives a more detailed answer for why they enjoy working in a team and which matches the competencies the company is looking for.
What can I do to prepare
To be honest, the preparation has not changed dramatically, and our interview and video resources here on MyFuture are still very relevant and useful. It is all about tailoring your answers to what values, skills and experiences the company/organisation want in a successful candidate. Remember the STAR approach, research the employer, job spec and person spec beforehand and reach out to alumni or employees at the company for insider tips before the interview, if you can. If you are not sure what I mean by the STAR approach, then take a look at the Interview and assessment centre Get Started guide.
It is also important to consider that you won’t always know whether the video interview is being assessed by a machine or a human, nor whether it is designed by Hirevue. Organisations may also put differing amounts of importance on a machine rating, prioritise different aspects or use these tools differently to one another. So in general, having eye contact with the camera, good body language, great intonation and clear speech, are still key tips! So, don’t forget to smile, even though no one is behind the camera.
In addition, search our resources for tips on video interviews for advice on how to prepare for video interviews, whether they are assessed by humans or robots. You can also find more general interview resources in our Get Started - Interviews guide.
We wish you all the best for your video interview!
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