{"id":126,"date":"2020-04-12T16:04:57","date_gmt":"2020-04-12T20:04:57","guid":{"rendered":"https:\/\/digital.hbs.edu\/platform-peopleanalytics\/submission\/hirevue-a-face-scanning-algorithm-decides-whether-you-deserve-the-job\/"},"modified":"2020-04-12T16:06:22","modified_gmt":"2020-04-12T20:06:22","slug":"hirevue-a-face-scanning-algorithm-decides-whether-you-deserve-the-job","status":"publish","type":"hck-submission","link":"https:\/\/d3.harvard.edu\/platform-peopleanalytics\/submission\/hirevue-a-face-scanning-algorithm-decides-whether-you-deserve-the-job\/","title":{"rendered":"HireVue: A face-scanning algorithm decides whether you deserve the job"},"content":{"rendered":"

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The article from the Washington Post talks about HireVue, the recruiting-technology firm. HireVue\u2019s AI-driven recruiting system is widely used for the recruiting process of well-known companies such as Unilever, Hilton, vodafone, Oracle, etc. (https:\/\/www.washingtonpost.com\/technology\/2019\/10\/22\/ai-hiring-face-scanning-algorithm-increasingly-decides-whether-you-deserve-job\/<\/a>)<\/p>\n

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In case you are not familiar with HireVue (like me) and since the article is substantially long, let me summarize things about HireVue.<\/p>\n

1. Background<\/strong>
\nHireVue launched its AI assessment service in 2014 as an add-on to its video-interview software, which more than 700 companies have used for nearly 12 million interviews worldwide. The company\u2019s revenue and a full list of clients are not disclosed.<\/p>\n

2. Product; Video interview analytics<\/strong>
\nHireVue records job candidates\u2019 interviews and analyzes their facial movements, word choice, and speaking voice. It uses a proprietary algorithm to compare candidates\u2019 assessment results to the results of high achievers of the companies. HireVue claims that it can measure how candidates score on various competencies, which may include communication skills, compassion, empathy, and the ability to work in a team or make prudent decisions.<\/p>\n

3. The benefit of the product; HireVue claims;<\/strong>
\nHireVue provides time and cost saving to employers. For example, Unilever said it saved 100,000 hours of human recruitment time in a year by using HireVue. It also claims the system generates more consistent and predictable selection results without human biases.
\nHireVue also provides candidates better experience and accessibility since it leverages digital devices.<\/p>\n

4. The algorithms and how it analyzes and selects;<\/strong>
\nHireVue doesn\u2019t disclose much about algorithms both to protect trade secrets and because the company doesn\u2019t always know how the system decides on who gets labeled a \u201cfuture top performer.\u201d<\/span><\/p>\n

 <\/p>\n

The article tries to make a balance between proponents, namely executives of HireVue, and some opponents, although it leans toward skeptical view overall.<\/p>\n

I do agree with the skepticism. Although consistent, structured interviews and analyses can help companies mitigate the issue of human error and biases, it is not clear how accountable the system and algorithms are.<\/p>\n

First and foremost, the unique proposition of the system, analyzing facial expression, depends on a false assumption of \u201cuniversal facial expression\u201d. While facial expression can tell many things about a person, not everyone and every culture share the same facial expression. For instance, people from East Asia (like me) don\u2019t have much facial expression to read when they have a conversation, especially in a formal situation like an interview. The facial expression doesn\u2019t tell us context as well. As an example from the article, a scowling can appear when people are not only angry but concentrating really hard or confused.<\/p>\n

Second, it is not clear how HireVue\u2019s assessment can be connected to that of high achievers. Is there something unique as well as common about facial expression, word choice, and speaking voice of high achievers?<\/p>\n

Third, HireVue might select the same type of candidates who share similar culture, background, etc., resulting in less diversity and discouraging non-native speakers. To make things worse, as the article mentioned, the recruiters like the platform because it saves tons of time for them. The recruiters don\u2019t have interest and time to look who wasn\u2019t selected by AI, once they decided to use the system.
\nSarah Smart, Hilton International\u2019s vice president of global recruitment, said the system has radically redrawn Hilton\u2019s hiring rituals, allowing the company to churn through applicants at lightning speed. Hiring managers inundated with applicants can now just look at who the system ranked highly and filter out the rest<\/span>: \u201cIt\u2019s rare for a recruiter to need to go out of that range,\u201d she said.<\/em><\/p>\n

I am sure the AI and data analytics will be the main tool for future recruiting and hiring. However, I want that to happen when we have more transparent and scientifically proven solutions.<\/p>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n

Sources:<\/p>\n

https:\/\/www.washingtonpost.com\/technology\/2019\/10\/22\/ai-hiring-face-scanning-algorithm-increasingly-decides-whether-you-deserve-job\/<\/a><\/p>\n

https:\/\/www.hirevue.com\/<\/a><\/p>\n

https:\/\/www.theregister.co.uk\/2019\/09\/30\/unilever_using_ai_and_facial_tracking_in_job_interviews\/<\/a><\/p>\n

https:\/\/www.benefitnews.com\/news\/ai-is-leveling-playing-field-in-talent-acquisition<\/a><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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