No time to watch – here is the 1-2 slide condensation (if the slide doesn’t show up, check here):
Want to read on?
Here you go: Always tough to pick the takeaways – but here are my Top 3:
HireVue doubles down on Video – HireVue sticks to its roots in video interviewing, now re-branding the capability with Video Intelligence. The core pitch remains the same – instead of doing static, lengthy assessments, do a video interview – and capture more data in a dynamic ambience. I think it was something like 20k data points that are captured in five minutes of video. Sifting through the video, doing transcripts is something HireVue can do – but needs to position more aggressively. The UI has been improved, always good to see.
Coach is here – Last year the new product announcement was HireVue Coach. The idea was that the video assets can be re-used to test training success. Employees, at the end of a training, deliver their lessons learnt / show their capabilities as requested. Managers / Trainers can use the same video tools as the Recruiter / Hiring manager to evaluate progress of the trainee. An elegant solution with a lot of market – but no easy sale, and requiring a healthy dose of changing existing (not so) best practices. But Coach is here – let’s see adoption numbers.
4M+ Interviews and now? CEO Kevin Parker shared that HireVue has now passed over 4M+ interviews, with 5M+ in reach during 2017. That’s an impressive set of data, that HireVue should leverage more to help customers better with their hiring success. Now HireVue asks customers to provide / share at least 300 or so videos to build the assessment model for the questions that will be asked to the candidate. With soon 5M+ interview videos (and hiring success) available – HireVue could help customers sooner and better with using their existing data repository. Yes, data ownership, privacy etc. all loom, but something that can be / has to be overcome.
On the concern side – HireVue, that was leading in terms of modelling for predictive analytics (yes, we called it like that a few years ago), has lost a little bit of its edge, as it has not changed to neural networks, the Swiss army knife to all things Machine Learning. Not too late, but key to move as the self-learning ability of (deep) neural networks is what is revolutionizing enterprises applications now.
Overall good progress, HireVue remains a product that pretty much every Talent Acquisition team needs to have on the look out list. With the prevalence of video in their private life (Skype, FaceTime, Allo etc.) - candidates reservation to interview via video dissipates quickly. We will have to see what happens next. Stay tuned.
Want to learn more? Checkout the Storify collection below (if it doesn’t show up – check here).
HireVue doubles down on Video – HireVue sticks to its roots in video interviewing, now re-branding the capability with Video Intelligence. The core pitch remains the same – instead of doing static, lengthy assessments, do a video interview – and capture more data in a dynamic ambience. I think it was something like 20k data points that are captured in five minutes of video. Sifting through the video, doing transcripts is something HireVue can do – but needs to position more aggressively. The UI has been improved, always good to see.
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| CEO Parker opens VUEDD17 |
Coach is here – Last year the new product announcement was HireVue Coach. The idea was that the video assets can be re-used to test training success. Employees, at the end of a training, deliver their lessons learnt / show their capabilities as requested. Managers / Trainers can use the same video tools as the Recruiter / Hiring manager to evaluate progress of the trainee. An elegant solution with a lot of market – but no easy sale, and requiring a healthy dose of changing existing (not so) best practices. But Coach is here – let’s see adoption numbers.
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| HireVue CodeVue |
4M+ Interviews and now? CEO Kevin Parker shared that HireVue has now passed over 4M+ interviews, with 5M+ in reach during 2017. That’s an impressive set of data, that HireVue should leverage more to help customers better with their hiring success. Now HireVue asks customers to provide / share at least 300 or so videos to build the assessment model for the questions that will be asked to the candidate. With soon 5M+ interview videos (and hiring success) available – HireVue could help customers sooner and better with using their existing data repository. Yes, data ownership, privacy etc. all loom, but something that can be / has to be overcome.
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| HireVue Video Intelligence |
MyPOV
Hirevue is under new management and Parker is assembling a new management team. I didn’t have the chance to attend the analyst session so I will reserve my judgement on the business plans for a later time. On the product side, the vendor has made progress and customers will welcome a more modern, consistent UX across the products.On the concern side – HireVue, that was leading in terms of modelling for predictive analytics (yes, we called it like that a few years ago), has lost a little bit of its edge, as it has not changed to neural networks, the Swiss army knife to all things Machine Learning. Not too late, but key to move as the self-learning ability of (deep) neural networks is what is revolutionizing enterprises applications now.
Overall good progress, HireVue remains a product that pretty much every Talent Acquisition team needs to have on the look out list. With the prevalence of video in their private life (Skype, FaceTime, Allo etc.) - candidates reservation to interview via video dissipates quickly. We will have to see what happens next. Stay tuned.
Want to learn more? Checkout the Storify collection below (if it doesn’t show up – check here).