A few weeks ago, I used HireVue, a software vendor producing a video interviewing system, as an example of an overly-prescriptive vendor/candidate selection mechanism. Because my knowledge of the system comes from Vinnie Mirchandani's blog rather than first-hand use, I lead my post with the following paragraph:

"I'm going to gloss over many of the subtleties of the system [HireVue] and use it, probably unfairly, as a mechanism to discuss the dangers of prescriptive RFT drafting. My apologies to HireVue in advance."

I have since received an email from Mark Newman, VP of Operations for HireVue that, with his permission, I am showing in full. I am impressed with HireVue's response to my post. Blogging is a tremendous challenge to a company's brand management – this blog appears as the 28th result in a Google search for "hirevue" and after this post will appear higher still – and HireVue shows that they're coming to terms with the medium (with the exception, of course, of Mark's use of email rather than the 'comments' feature).

"Doug

We have spent the last year really learning what we do best and that is connect candidates with hiring managers quickly and easily. We are doing it all over the world including many in your neighborhood.

Spreading your wings – What is better for candidates? Going into a room with people they have never met in power suits who start to barrage with questions. 9 times out of 10 a candidate changes who they are to "fit" with the people asking questions. Changing your personality to get a position doesn't make you happy in the long run as what happens if you get hired and realize you don't "fit"? An employer needs to see the real candidate and base a decision on that. Taking an interview from your own home and not having to worry about being anyone but yourself because there is nobody to read off of yields better results. We know from experience that candidates open up, tell stories about themselves and show everything an employer can't see on a resume.

It is not a matter of canned answers or not giving time for candidates to be creative or innovative in their answers. Employers design their own interviews and if candidates want to figure out canned answers for the 100 most popular questions so be it. They would do the same for an in person interview (isn't that what you are taught in college?) and more than likely they would not proceed to the next round. Employers look for creativity and want to know what candidates are about. We help both sides do that and thus yield great results.

Your post was great. You have got a new reader. Would love to show you HireVue sometime if you are interested. Have a great weekend. Thanks

Mark Newman"

Thanks Mark. I'm interested in seeing the system.