{"id":18605,"date":"2023-10-25T00:59:48","date_gmt":"2023-10-25T00:59:48","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/hirevue-executives-talk-resetting-the-conversation-on-hiring-and-how-the-company-is-making-the-job-market-more-inclusive-for-all\/"},"modified":"2023-10-25T00:59:51","modified_gmt":"2023-10-25T00:59:51","slug":"hirevue-executives-talk-resetting-the-conversation-on-hiring-and-how-the-company-is-making-the-job-market-more-inclusive-for-all","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=18605","title":{"rendered":"HireVue Executives Talk \u2018Resetting\u2019 The Conversation On Hiring And How The Company Is Making The Job Market More Inclusive For All"},"content":{"rendered":"
\n

Back in mid-May, just after Global Accessibility Awareness Day, I posted a story wherein I profiled professional services company HireVue and interviewed its IO psychology program manager in Dr. Colin Willis about getting more neurodivergent people in the workforce. My piece ran shortly after the conclusion of Autism Acceptance Month in April.<\/p>\n

Earlier this month, I sat down with HireVue executives Anthony Reynolds and Patrick Morrissey over videoconference to discuss the company\u2019s more recent work in light of October being National Disability Employment Awareness Month. At a high level, the duo reiterated many of the sentiments Dr, Willis shared with me in the spring; of particular note is the idea that disabled people, of all ilks, have mostly untapped yet desirable skillsets that would prove invaluable to many businesses if given the opportunity. My conversation with both Reynolds, who\u2019s HireVue\u2019s chief executive, and Morrissey, the chief customer officer, coincided with the company\u2019s announcement of its all-new \u201chuman potential intelligence\u201d initiative. In addition, HireVue introduced its new Find My Fit app, which it said in its press release is meant to \u201cbridges the gap between candidates and opportunities, empowering job seekers to discover roles that align with their skills, interests, and untapped human potential,\u201d while adding \u201cthe heart of the [Find My Fit application] lies in precision job matching, ensuring that candidates are not merely directed to open positions, but to roles that are genuinely aligned with their unique skills and potential.\u201d This approach in design, HireVue stated, \u201cnot only broadens candidates\u2019 horizons but also elevates their overall job-seeking experience.\u201d<\/p>\n

\u201cWhat we\u2019ve witnessed over the last 6-to-12 months is a change in the macro environment, where we\u2019ve seen a couple of things happening. Number one is this problem of companies not having enough candidates to fill jobs; in the US, there\u2019s roughly two openings for every person that\u2019s looking for a job. This problem continues to persist, and we continue to see it from around the globe, whether you\u2019re in Europe or in Asia,\u201d Reynolds said of the job market. \u201cSecond, we have seen continual feedback from the surveys we\u2019ve done that the candidate is being mistreated. They\u2019re being mistreated because the fundamental problem is organizations continue to use resumes, which we believe are kind of a \u2018rearview mirror\u2019 way of looking at a candidate, as well as inaccurate job descriptions to fill their positions. The one who suffers is the candidate. Fundamentally, the essence of hiring is broken because of this. We\u2019re on a mission to fix that and connecting talent opportunities.\u201d<\/p>\n

It doesn\u2019t take an astrophysicist to glean the grander implications here. Any job-seeker could get shortchanged by a hiring manager during the interview process, but the reality is a disabled person\u2014like, say, someone who identifies as neurodivergent\u2014are far more likely to be disproportionately affected by bias stemming from so many of the conventional hiring practices which Reynolds\u2019 team feels are antiquated.<\/p>\n

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Reynolds explained the crux of the problem with the aforementioned \u201crearview mirror\u201d modalities like resumes is, especially for someone with disabilities, it doesn\u2019t give employers the fullest sense of a candidate\u2019s capabilities. Worse still, a resume doesn\u2019t give a candidate ample room to shine since their skills may not necessarily translate to a bulleted list on a piece of paper or PDF document. By the same token, it can be difficult for a neurodivergent person, for example, to scour a job board and make sense of the hundreds, if not thousands, of available openings because reading umpteenth numbers of webpages is inaccessible.<\/p>\n

\u201cWe\u2019re trying to rethink the art of the possible: both for the company across all different roles, but also for candidates regardless of where they fall in terms of age, experience, and where they live,\u201d Reynolds said.<\/p>\n

Morrissey told me HireVue\u2019s \u201chuman potential intelligence\u201d category isn\u2019t designed to target a particular group of people or industry. Rather, he said it\u2019s fairly diversified in that it\u2019s for new grads fresh out of college, people looking for summer internships, hourly workers, and more. \u201cThere is a particular cohort of candidates that we focus on,\u201d Morrissey said. \u201cOne of the things we like to pride ourselves on is we provide a science and an assessment to help any entity across any myriad of jobs.\u201d<\/p>\n

As to the disability community, Morrissey said a large part of the problem with the lack of employment for them is the (arguably ableist and ignorant) notion that a person\u2019s disability \u201csomehow prohibits you from doing something as opposed to really unlocking what your potential is and what you\u2019re great at.\u201d He didn\u2019t mince words, telling me the whole idea of hiring someone based on a so-called eye test is \u201ccrap,\u201d while adding the inconsideration of pondering the potential in a person \u201creally [is] the definition of bias.\u201d What HireVue is trying to accomplish, then, is \u201cresetting the frame of the conversation\u201d by taking a holistic view in which they assess candidates on their skillsets and what they could bring to an organization. \u201cI think that\u2019s just a fundamental awareness [and] a fundamentally different way to start the conversation,\u201d Morrissey said. \u201cIt\u2019s not about ability or disability; it\u2019s about how we treat each human uniquely and use science and data and AI to unlock what they might be capable of. Then make it easy for them to figure out where they want to spend their time and where they want to bring their talents in a way that benefits them and benefits the organization.\u201d<\/p>\n

Reynolds said HireVue\u2019s customer advisory board is \u201cvery excited\u201d by the approach the company is taking to make hiring practices more empathetic and equitable. One of the biggest pieces of feedback heard most often, he said, was human resource teams are constantly trying to create better solutions for candidates like a disabled person. The aforementioned Find My Fit app was conceived snd developed as a way to tackle that issue. Reynolds called the software a \u201ccore anchor\u201d of the company\u2019s initiatives, saying it essentially acts as a questionnaire that asks a person about their personality, interests, and preferred work styles. After sussing out the information provided, the app will proceed to recommend a few open roles to the person; this methodology, Reynolds said, alleviates the friction of meandering through countless webpages and job listings by making the hunting process much more accessible and streamlined. Another benefit, Reynolds noted, is the assessment also helps people discover new things about themselves.<\/p>\n

\u201cWe\u2019ve taken the idea of experience and started with the candidate [and] what they are interested in, and then facilitate the right kind of conversation, whether they go into the interview or not,\u201d Reynolds said. \u201cHopefully we extend and accelerate that process and make it much more guided.\u201d<\/p>\n

Morrissey echoed his colleague\u2019s sentiments, telling me customers are saying they needed the tools HireVue is building yesterday. This speaks to the \u201curgency\u201d inherent in trying to find one\u2019s future in the job market. Everyone is trying to keep up with the old guard of hiring practices with CVs and the like, so there\u2019s a strong sense of needing to go from 0 to 60 to get ahead in the world. HireVue\u2019s approach intentionally asks people to slow down and smell the roses as it were. They use a science-based method to help one succeed in the here and now based on where a person presently stands in life. \u201cThat\u2019s the reality\u2014it doesn\u2019t matter what you\u2019re hiring,\u201d Morrissey said. \u201cIf you\u2019re hiring retail attendants or bankers or security professionals, you need some way to really understand who these people are [and] what they\u2019re capable of. We can meet any organization wherever they are in the [employment] journey.\u201d<\/p>\n

When asked about the future, both Reynolds and Morrissey expressed optimism. Both said HireVue has a real opportunity to be the one who helps people unlock their potential and find their place in the workforce. They\u2019re both ardent supporters of the approach the company has developed, because they both believe HireVue\u2019s methodologies help candidates and<\/em> businesses alike so as to be successful as possible.<\/p>\n

\u201cAspirationally, we think there\u2019s a revolution going on broadly that talent, acquisition, and talent management are merging together, but also we\u2019re getting out of the \u2018where you came from\u2019 [mindset] and into unlocking potential,\u201d Morrissey said. \u201cThat\u2019s the whole idea around human potential intelligence: we can treat each person and each human uniquely [and] we can really use and unlock [potentials] based on assessments and science and data. We can unlock what\u2019s possible in terms of their potential what they might do and move them there more quickly. The intelligence means we continue to get smarter and smarter every single day, and we do that in a way that benefits the candidate, which is critical, and by definition is going to benefit the organization.\u201d<\/p>\n

Reynolds concurred.<\/p>\n

\u201cYes, we change the lives by getting them that job. That\u2019s the starting point,\u201d he said of HireVue\u2019s ethos around revolutionizing hiring processes. \u201cWe\u2019re also creating a blueprint to help them develop their careers, so that once they\u2019re in a company or an organizing station, they can also aspire to the jobs that are going to take them forward [into] that next job. We\u2019re helping them move within a company based on their potential, not based on the backward-looking resume that the industry has been so accustomed to evaluating. That\u2019s what\u2019s new and different. It starts with helping them find that job, but then creating a blueprint for the future and how they navigate throughout their career.\u201d<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Back in mid-May, just after Global Accessibility Awareness Day, I posted a story wherein I profiled professional services company HireVue and interviewed its IO psychology program manager in Dr. Colin Willis about getting more neurodivergent people in the workforce. My piece ran shortly after the conclusion of Autism Acceptance Month in April. Earlier this month, […]<\/p>\n","protected":false},"author":1,"featured_media":18606,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-18605","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\nHireVue Executives Talk \u2018Resetting\u2019 The Conversation On Hiring And How The Company Is Making The Job Market More Inclusive For All | Brandiary<\/title>\n<meta name=\"description\" content=\"Back in mid-May, just after Global Accessibility Awareness Day, I posted a story wherein I profiled professional services company HireVue and interviewed\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/mysourcefunding.com\/?p=18605\" \/>\n<meta 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