"I created a new training manual for our labor employees last year. It included safety tips, training suggestions, and how-tos. Our employees appreciated having the resource, and I enjoyed creating it! This also impressed my supervisor, who then challenged me with taking our existing sales training package and improving it. So, my goal was to make the system more engaging for recruits. Once we implemented my ideas, we increased our new trainee retention rate by 16%. I was quite proud of what my creativity could do!"

HireVue, assesses data points in the recorded videos to identify the top performers and those most suited to the company's goals and culture. Each assessment model is customized "for a specific job role after following these critical steps: Ensure that there is a clear performance indicator for the job role that differentiates the strongest from the least promising performers. Ask the right questions to elicit responses that can be measured and that are pertinent to predicting job performance based on IO psychology research. Train the model to notice everything relevant in the interview (what someone says and how they say it), and build a model that uses only the data points that help predict success in the job."

As previously mentioned, HireVue's interview builder categorizes a candidate's experience level into five groups: novice, developing, intermediate, advanced, and expert. If someone has "limited capacity but is likely to be dependable in simple situations," they would be classified as a novice in this scenario. Those with intermediate skills are "likely to be dependable but need assistance in more difficult situations." And, an expert is someone who "takes pride in delivering a high-quality output of work, views change as a challenge and an opportunity to advance toward mutual goals."