You don't need to be an 'investor' to invest in Singletrack: 6 days left: 95% of target - Find out more
My job search continues and a multi national company with a site nearby has expressed some interest after reviewing my CV.
They now want me to do a digital interview using Hire Vue platform.
I have never heard of these before, any advice or tips?
Isn't it just another Skype/zoom/teams interview?
Edit: apologies it looks like an ai interview and or testing process.
No, no humans at their end and the interviewees responses are recorder on video.
In person interview to follow if you pass this stage.
Wow sounds like a special level of bullshit. I wonder if that in itself is part of the test
Wow sounds like a special level of bullshit. I wonder if that in itself is part of the test
+1
Upto you entirely, but I'd strongly consider either:
a) "I'm sorry but I consider an interview to be a two way conversation and an opportunity to find out about both potential colleagues and mangers as well as the company .......... if I'm not worth your time you're not worth mine".
b) ChatGPT + text to video
Having said that it's still a marginal improvement (by being time limited) over the written forms and hoops some employers expect you to complete.
What's the job?
My initial reaction is the same as TINAS
However I have read that this is being used more and more as a first level of weeding out of candidates - so rather than 5 people to formal interview - 50 get the AI interview
Devil's advocate, as a hiring manager that knows how long screening and initial stages can take.
Is it so different than getting candidates to send in a CV and maybe a covering letter and then, either scanning for key words/experiences or using software for word matching. Not everyone who applies gets the full in person experience no matter how nice the "I consider an interview to be a two way conversation and an opportunity to find out about both potential colleagues and mangers as well as the company ………. if I’m not worth your time you’re not worth mine" sounds - this is part of working out who is worth spending that time on.
The only difference / annoyance is that you can apply for jobs in seconds flat nowadays; in the past you had to write covering letters in real ink and so on, now it's fill in your details (which your computer can probably autofill), attach CV, send. You might spend a bit of time tailoring the CV a bit for a job you really want. This level of screening actually relies on the candidate committing a bit of time to the process, so to flip it on its head
"If you can't be arsed to spend 15-20 mins on an 'in person' pre-screening stage, how badly do you actually want the job to justify me and 3 others spending an hour and half with you"
Wasn't aware using AI as part of the hiring process was now a thing but it does make some sense for initial filtering/screening. Would be interesting to see transcripts from them to see what sort of questions are asked and how well it responds to answers (if at all vs just essentially asking info that could be done via a form)
Upto you entirely, but I’d strongly consider either:
a) “I’m sorry but I consider an interview to be a two way conversation and an opportunity to find out about both potential colleagues and mangers as well as the company ………. if I’m not worth your time you’re not worth mine”.
b) ChatGPT + text to video
Having said that it’s still a marginal improvement (by being time limited) over the written forms and hoops some employers expect you to complete.
Yep, cos being a smartarse is a sure-fire way of landing a job.
Sounds like a modern day aptitude test at lot of corporates still use (especially for graduates) also puts all responses in a similar format rather than having to distill everything from very different CVs - most councils / public sector jobs will make you fill out their application form no matter how good your CV is. Online combo of the two? How much do you want the job? I'll also echo the filtering comments above it's all to easy to fire off CVs to loads of employers without even reading job spec / location / etc.
Our recruitment team did this kind of thing for a few months, it is shit from the recruiting point of view as it creates a totally unnatural scenario where good candidates can come over badly due to the artificialness of it all. We managed to persuade them to stop.
Sounds like a modern day aptitude test
Ours was a recorded interview, just no one involved from our side to discuss the answers given, it ended up with most people looking like they were creating an old fashioned "dating video" but for a job rather than a mail order bride.
Yep, cos being a smartarse is a sure-fire way of landing a job.
I'm working on the principal that the current job market is stacked in favor of employees, and having made a snap decision that if they can't be bothered, then neither can I.
“If you can’t be arsed to spend 15-20 mins on an ‘in person’ pre-screening stage, how badly do you actually want the job to justify me and 3 others spending an hour and half with you”
If the hiring manager can't be bothered to read the covering letters to see who's read the job description, then why should I waste my time repeating myself to an AI chatbot?
Maybe I'm just completely jaded having last had to go through the soul destroying job application process at the bottom of the market last time. Now that the boots on the other foot I'm prepared to be a bit more ruthless in which companies I invest any time in.
I recruit a lot, and can see a benefit; we see a lot of very well worded cover letters/applications that are ultimately in no way representative of the person that turns up for interview. In that respect I can see the value in it to the employer.
I'm also applying for a role at the moment, and can honestly say that would make me reluctant to proceed with it unless i REALLY wanted the role. Which again, I can see would maybe be a benefit to employers, as we receive masses of applications that people have no intention of following up/showing up for interview.
Not my cup of tea TBH.
I wouldn’t dream of working for any business that thinks this is an acceptable way of dealing with a potential employee.
Well I have just gone through the process.
Four questions about me and my experiences but nothing specific to the job role.
I addition they can now see my age, race/colour and gender.
No doubt that will help with their “screening”.
It depends on the situation I guess. Easy to say hell no if you are secure but not so easy.
My favour bullshit HR nonsense was actually my Exit interview from a very large American engineering company.
It consisted of 100questions. I did the first sarcastically then couldn't be bothered continuing. Why would anyone think that was going to get useful data?!
I did one a month or two ago, hated it. Recording video answers to questions feels so unnatural, especially if you're not used to making recordings of yourself. Not part of the YouTube/tiktok content creation generation.
Needless to say I didn't get the job.
“If you can’t be arsed to spend 15-20 mins on an ‘in person’ pre-screening stage, how badly do you actually want the job to justify me and 3 others spending an hour and half with you”
I recruit a lot, building new teams from scratch in start-ups. I probably read 5-20 CVs a week, only the very best get 30 minutes of my time on an exploratory call where they get to ask a few questions (tells me more about them that regurgitation of their CV). An automatic screening system would give many more candidates a shot at a real face to face technical and cultural interview that uses up 3-4 staff for 1-2 hours each.
I wouldn’t dream of working for any business that thinks this is an acceptable way of dealing with a potential employee.
+1
An automatic screening system would give many more candidates a shot at a real face to face technical and cultural interview that uses up 3-4 staff for 1-2 hours each.
Sounds great in theory, but I can't imagine how it would actually work in practice. Especially with start ups where you're looking for fit and aptitude more than just 'do they know x' etc.
An automatic screening system would give many more candidates a shot at a real face to face technical and cultural interview that uses up 3-4 staff for 1-2 hours each.
How do you know it's selecting the best candidates?
An automatic screening system would give many more candidates a shot at a real face to face technical and cultural interview that uses up 3-4 staff for 1-2 hours each.
But then unless you're also using the computer to transcribe and rate their answers, what time do you actually save Vs a phone/teams call?
And flip that around, the good candidates are probably contacting or contacted by as many companies and recruiters as you have CV's for those roles (assumes that the number of people = number of jobs). If someone fobbed me off with an AI/recorded interview I'd just save the time/effort for the ones that actually phoned me. Because my time is at least if not more valuable than the recruiters. They're paid to read CV's and interview people, I've already got a full time job doing something else!
@tinas - fair enough, if you have the confidence that it's a sellers market currently and also that all jobs are equal.
If there was a job you really wanted, above all the others, and this was the process, you would genuinely dismiss it because of that?
I also agree that assessing fit etc. has to be in person, but this isn't the hiring process, it's the filtering one.
(finally, TiC, my initial screen involves dividing all applications into 2 piles randomly and then discarding one. No-one wants to work with unlucky people)
If there was a job you really wanted, above all the others, and this was the process, you would genuinely dismiss it because of that?
Yes, there's probably an exception to that somewhere. But to me it just seems like such a poor first impression of a potential employer that I'd immediately be questioning whether it's a job I actually wanted. Because unless it's something really incredibly niche the same role will come up elsewhere.
Seem to remember I had to go through something similar a couple of years ago when I went through the interview process for the company I'm currently at - assumed it was just a Covid-thing but I guess now. Remember it being the same, vague, generic question types as the OP sounds like they went through rather than anything specific...