May 22 2019
“…we believe every candidate should have a chance to showcase
their talent, not just some. This removes bias
from the hiring process and levels the playing field”
Interviewing has always been the common method used
to make hiring
decisions. Over the course of 30 to 60 minutes, candidates have to answer a
series of questions about their
prior work experience, or casual questions aimed at getting to know them.
Here’s the problem. Interviews don’t work.
Interviews don’t predict performance
The purpose of an interview is to help a hiring manager decide whether the
candidate being interviewed can
do the job well. However, there is overwhelming evidence that in most cases
interviews simply don’t predict
According to executive recruiter Barry Deutch, “[i]nterviewing has NOTHING to do
performance as it is traditionally conducted by the vast majority of hiring
managers.” Instead, interviews are
more reflective of how good candidates are at being interviewed.
Hiring managers are too often fooled by candidates who are impressive in person,
good at answering
interview questions or good at selling themselves. Later on, they
the person they hired can’t live
up to their interview performance.
Interviews don’t require candidates to prove their skills by doing
work that is
relevant to the job they applied
Interviewers are biased
People tend to overrate their ability to use information gleaned from an
interview to make hiring decisions.
According to Yale professor Jason Dana, “interviewers typically form strong
about interviewees, often revealing more about themselves than the candidates.”
Not only are interview questions typically not predictive of performance, but
they are also inconsistent from
one interview to the next. Candidates are rarely asked the same questions and,
even if they are, different
interviewers draw their own conclusions. This means the conclusions are more
about the interviewer’s
opinion than the candidate’s ability.
Rather than focusing on who can do the job, interviewers end up
who are similar to
themselves. This introduces unnecessary interviewer bias into the hiring
The game is rigged
The laws of physics prevent hiring managers from interviewing every applicant.
It would take an unreasonable
amount of time.
Instead, most candidates are screened out of the application process based on
their background. Recruiters
scan their résumés or, even worse, an algorithm eliminates them based on
keywords. Anyone who doesn’t tick
enough arbitrary boxes is disqualified. Despite this fact, interviews are still
the slowest part of the hiring
This means that candidates from privileged backgrounds ― those who attended top
schools or have logos on
their résumés ― have an advantage. To make matters worse,
candidates often lie on
The result is that hiring managers end up interviewing the wrong
missing out on some wonderful
candidates who were unfairly prevented from progressing to the interview stage.
Ask candidates to do job-related tasks instead
The best way to predict job performance is to give candidates a chance to
audition for the job.
We started Vervoe to
make hiring about merit, not background, and make the hiring
process more about who
can do the job and less about who looks good on paper.
We do that by showing companies how candidates perform job-related tasks like
editing a presentation, doing
calculations in Excel, writing code or responding to a customer.
Importantly, we believe every candidate should have a chance to showcase their
talent, not just some. This
removes bias from the hiring process and levels
the playing field. Responses are
automatically graded using
machine learning and candidates are ranked based on how well they performed.
When employers see candidates do relevant work, two things happen. First, they
can confidently make hiring
decisions based on performance instead of trying to guess who can do the job
after an interview. Second, they
can be sure that they haven’t missed out on candidates who would be wonderful
performers but might not
stand out on paper.
By using AI-powered skill testing, companies can create a hiring process that is
predictive of performance and
inclusive for candidates.
Omer Molad is the co-founder and CEO of Vervoe, an AI-powered skill testing platform. Vervoe helps companies hire the very best by focusing on who can do the job, not who looks good on paper. Vervoe can test candidates for any skill, and automatically grade their responses.Linkedin
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