What standards are HireVue assessments based upon?
HireVue’s practices are consistent with the EEOC’s Uniform Guidelines on Employee Selection Procedures (1978) and professional testing standards for pre-hire assessments. Companies that use assessments that are developed and validated in this way have a very strong basis for defending their selection processes.
How does the HireVue platform cater to individuals with disabilities?
HireVue is committed to digital accessibility for our candidates and users and is measured against WCAG 2.1 AA as stated in our most recent VPATs. These standards are generally recognized for digital accessibility requirements for the software industry throughout the world. Please see the HireVue Accessibility Statement for more information about our accessibility program.
How does the HireVue platform support accommodations for individuals with disabilities?
Accommodations are requirements under the law granted by an employer or potential employer to candidates and employees. We strongly recommend that our customers have a thoughtful and consistent approach that considers both the candidate experience and the legal requirements in the jurisdiction(s) in which they operate.
Due to the variable nature of the need for accommodations and the spectrum of impairment (from mild to severe) an automated solution for assessments is not always appropriate. Instead, human intervention is recommended to determine the level of accommodation needed and the best path for each candidate. Our platform allows candidates to request an accommodation of extra time for most interview types. Our customers can either use this service as part of their broader plan or turn this off and follow their own specific policy on handling accommodation requests.
Is there anything else that HireVue is doing to optimize the candidate experience?
In addition to the accessibility program and supporting the accommodation of extra time, we also conduct additional testing and research to further optimize the candidate experience. For example, our game-based assessments have been designed with both visual contrast and color palette considerations for users with color blindness. We have also conducted research on candidates with autism taking game-based assessments. Please read Examining the Use of Game-Based Assessments for Hiring Autistic Job Seekers. The authors found that the autistic candidates scored the same as general graduate applicants when taking a HireVue game-based assessment. We also developed the question bank for HireVue Builder using our Question Design Principles which includes vetting questions with a third party partner to ensure they do not contain language found to be confusing to individuals with autism.
How is HireVue continuing to improve how we support individuals with disabilities?
We are also working with disability organization partners to ensure that the user interface is as easy to use as possible and can be well aligned with our customer policies. For example, some of our customers offer interview questions on video using sign language, and candidates can respond to the interview questions on video also using sign language. (note, these would not be assessments but rather unscored video interviews). In addition, we have developed partnerships with neuro-diverse organizations where we are working together reviewing language in our pre-built assessments questions to ensure they will support the neuro-diverse population.
Resources:
Tips for Neurodiverse candidates;
Hiring in a Neurodiverse World HireVue blog post summarizing research looking at autistic and non autistic candidates (research by Colin Willis);
Best Practices for Hiring Neurodivergent Candidates & Tips for Autistic Candidates HireVue blog post.