Read on Twitter
Okay, so here's what I've learned from asking Twitter for help re: HireVue....
Thread!
Thread!
- Many companies only use HireVue for the live video interviews
- Many companies only use HV for the pre-recorded interviews (more on this)
- Only *some* companies use HV for the AI facial analysis/"video intelligence" tool
- Many companies only use HV for the pre-recorded interviews (more on this)
- Only *some* companies use HV for the AI facial analysis/"video intelligence" tool
- For companies that use AI, HireVue has a team of psychologists to ensure there isn't bias/discrimination.
How does that work? Not sure, but they're going to release a research paper soon.
But, quite a few people have noted that HV's own team is highly non-diverse, so
How does that work? Not sure, but they're going to release a research paper soon.
But, quite a few people have noted that HV's own team is highly non-diverse, so
My advice to hiring managers using HV or similar tools:
Be transparent with your candidates about how the software will be used.
Many of my classmates (some of the smartest people I've ever met!) flat out refuse to interview with companies that use HV.
Why? The AI.
Be transparent with your candidates about how the software will be used.
Many of my classmates (some of the smartest people I've ever met!) flat out refuse to interview with companies that use HV.
Why? The AI.
If your company isn't using HV's AI feature, you could miss out on a ton of qualified candidates, simply because you didn't disclose how you're using the software to select candidates.
Also: if you're using pre-recorded videos to screen candidates, this should not be your *first* intro to a candidate.
One company in question reached out via Grace Hopper and invited me to a pre-recorded interview...
No company presentation, no "meet and greet," nada.
One company in question reached out via Grace Hopper and invited me to a pre-recorded interview...
No company presentation, no "meet and greet," nada.
Just, "Hey, we saw your resume - you look great, please submit this video recording for an opportunity to be selected for the next round."
I understand how this is less work for your recruitment staff, but it doesn't exactly inspire candidates to get excited about your company.
Just something to think about
Just something to think about
In any sense, I think I'm just going to do the pre-recorded interviews, as it seems that they're probably just recordings, without the AI feature.
I'll also follow-up the recruiters to have a conversation about what I've learned, so they're aware for future candidates.I
I'll also follow-up the recruiters to have a conversation about what I've learned, so they're aware for future candidates.I
I'm going to drop a bunch of links here so you can all see the research that has been done on bias/discrimination in AI.
Thank you all so much for sharing, I've learned so much
Thank you all so much for sharing, I've learned so much
Learn about the Algorithmic Justice League! https://www.ajl.org/
Dr. @safiyanoble has done a lot of work in this field, check out this article.and her book, "Algorithms of Oppression" https://twitter.com/safiyanoble/status/1304597312480575488?s=19
There's also a documentary on this, called "Coded Bias"
( #vGHC friends - we'll get to watch this movie at the conference!) https://www.npr.org/sections/codeswitch/2020/02/08/770174171/when-bias-is-coded-into-our-technology
( #vGHC friends - we'll get to watch this movie at the conference!) https://www.npr.org/sections/codeswitch/2020/02/08/770174171/when-bias-is-coded-into-our-technology
If you have additional tips on where people can learn about bias in AI, please add them here!
