D I G I T A L

INTERVIEWING:
THE VOICE OF
THE CANDIDATE
SEMI-ANNUAL REPORT 2014
HireVue recently joined forces with The Talent Board
and Talent Function to share their research on how
digital interviewing inuences the candidate
experience.
HireVue improves the recruiting process by
promoting meaningful human interaction through its
Talent Interaction Platform, a web-based software
solution that creates a digitally enhanced, connected
experience for recruiters, candidates, and hiring
managers. The Talent Board is a non-prot research
organization dedicated to improving the candidate
experience; it produces the CandE Awards, which
recognize organizations that create exceptional
candidate experiences. Talent Function focuses their
eforts on reinventing talent acquisition for leading
organizations.
The research in this report is based on the results of
64,675 HireVue candidate surveys and 46,806 Talent
Board CandE Awards surveys completed in 2013.
Janine Woodworth, Co-author, Talent Function
(www.talentfunction.com)
Jake Bauer, Co-author, HireVue
(www.hirevue.com)
Denni Oravec, Content Provider, The Talent Board
(www.thecandes.org)
hen it comes to recruiting, employers are
constantly in search of the latest and greatest
technology solutions. More than 40% of the
companies that participated in the CandE Awards
reported that they currently utilize digital
interviewing, while 26% are considering a digital
interviewing solution in 2014. In fact, companies in
the survey ranked digital interviewing as the top
technology theyre considering for 2014.
DIGITAL
INTERVIEWING
& THE CANDIDATE
EXPERIENCE
Considering DI
Not Utilizing DI
Currently Utilizing DI
40%
34%
26%
1 1
CandE participants using Digital Interviewing
w
When a company leverages digital interviewing as one
of its core technology solutions, it becomes better
equipped to assess the skills, knowledge, and abilities
of candidates during the recruiting process. Digital
interviewing standardizes the screening and selection
process, minimizes interviewing costs, and helps
companies grow more competitive by attracting the
best talent. Candidates also experience the benets of
a more fair and consistent hiring process and
convenient anywhere, anytime interviews.
The research shared in this report demonstrates that
digital interviewing enhances the candidate
experience, strengthens a companys brand, and
creates brand loyalty.
2
of CandE award
winners use digital
interviewing...
54%
...while a further
are considering it.
23%
The candidate experience is a critical factor that can
help companies attract the most sought after talent. It
also helps to improve brand awareness and increase
Net Promoter Score (NPS) rankings. The NPS
measures customer loyalty based on the direct
question, How likely are you to recommend our
company/product/service to your friends and
colleagues?
HireVue conducted a key driver analysis to identify
the most inuential factors on a companys NPS. Of
eleven key drivers, brand was the most highly
correlated with loyalty (.60 r-value). According to the
CandE Awards Survey, candidates who felt a positive
relationship with the company were more likely to
have a positive interviewing experience and to
recommend the brand afterwards.
CANDIDATE
EXPERIENCE
& COMPANY
BRAND
3
4
Additionally, while 71% of candidates in the CandE
Awards Survey reported a positive experience when
interviewing through a traditional, non-digital
process, 85% of HireVue Survey respondents reported
a positive experience with the companys live digital
interviews. The increase of 14 percentage points
represents a substantial improvement in candidate
experience associated with live digital interviewing.
Candidates Reporting a Positive Experience (%)
4
85%
71%
Traditional Interview
Experience
HireVue Live Digital
Interview Experience
50 60 70 80 90 100
Candidate, Retail Brand
an authentic, positive
interview environment
The video questions created
and felt more personal than simply
reading a question from the monitor.
5
The ght for talent is becoming increasingly difcult
for employers, which is why brand loyalty and
endearment are playing a more critical role in the
recruiting process than ever before. Companies that
create a better experience for their candidates are
more likely to attract top talent, positively impact
their brand image, and benet from word-of-mouth
marketing. After all, candidates are also potential
customers and were 71% more likely to increase their
purchasing power after a positive recruiting
experience.
IMPROVING
YOUR BRAND
WITH DIGITAL
INTERVIEWING
6
Candidate Engagement:
How Likely Are Candidates to Share Their Experience?
Via Social Media
With Their
Inner Circle
2013: 82.3%
2013: 64.4%
2012: 48%
2012: 59%
2013: 50.5%
2013: 32%
2012: 15%
2012: 23%
Like everyone else, candidates are ocking to social
media and other communication channels to be
heard. Respondents who reported a positive
experience were more likely to share it with their
inner circle (82%) and via social media (51%), while
63% would encourage their peers to apply. On the ip
side, candidates who reported a negative experience
said they would share their feelings with peers (64%)
and via social media (32%), and 68% would
discourage others from applying.
Whether positive or negative, candidates are growing
more comfortable voicing their interviewing
experiences through social media channels.
Therefore, it is more critical than ever before for
companies to enhance their candidate experience.
7
I needed to staf a new
sales group of 30
people in 10 diferent
markets, and received
350+ applicants. With
HireVue, I was able to
make 25 hires in just 3
weeks.
Talent Acquisition Leader,
Finance
Cost savings (24% less overall cost per hire)
Time savings (40% less interview time and 25% less
time to hire)
Increased scale (75% higher recruiter productivity
and 29% less turnover)
Broader talent reach (see 37% more candidates and
hire 13% more top performers)
Improved employer brand
Increased consistency in rating and assessing
candidates
EMPLOYER BENEFITS
THE HIREVUE
DIGITAL
INTERVIEWING
PLATFORM
CANDIDATE BENEFITS
Opportunity for personality and abilities to stand out
(as compared with paper resume or prole)
Convenience and exibility to interview anywhere,
anytime
Opportunity to share personal stories
Opportunity to demonstrate capabilities
Fair and consistent process
Improved exposure within the company
For companies that implemented HireVues platform,
the candidate survey established a baseline NPS of 49
over the course of the rst six months. Between six
and 12 months of use, companies saw a substantial
increase in NPS to 55. That surge was followed by
gradual positive trends in years two, three, and
beyond. The data suggests that companies can
achieve consistent and sustained improvement in
NPS over time with HireVue.
IMPROVING NPS
OVER TIME
8
49
58
45
50
55
60
0 - 6
months
6 months -
1 year
1 - 2
years
2+
years
WHERE DOES THE
RECRUITMENT
PROCESS FAIL?
9
Regardless of the size or type of organization,
identifying weak points and addressing them through
a combination of technology solutions and process
improvements is necessary in order to improve the
recruiting experience and achieve better results.
Research demonstrates that digital interviewing can
improve many of these processes and positively
impact the candidates hiring experience throughout
all phases of sourcing, application, screening,
validation, selection, and onboarding.
Survey results revealed that the most common
reasons why candidates drop out of the hiring
process are:
SLOW HIRING PROCESSES
LACK OF COMMUNICATION
POOR / NEGATIVE EXPERIENCES
OVERLY COMPLEX INTERVIEW PROCESS
10
The most successful companies are always seeking
new ways to improve the candidate experience,
streamline the hiring process, increase brand
awareness during recruitment, and hire the best
talent.
All 2013 CandE Awards winners made conscious
eforts to improve their candidate experience. Each
actively sought feedback and set expectations with
candidates, built a business case to implement
benecial technologies and process changes, and
made an efort to experience the recruiting process
from the candidates perspective.

CANDIDATE
EXPERIENCE:
BEST PRACTICES
up with the times
lagging behind.
It is nice to see an organization
instead of
Candidate, Healthcare
11
Similarly, companies with the highest candidate
experience and NPS rankings are successfully utilizing
digital interviewing by:
Setting expectations with candidates about the
digital interviewing process prior to the interview
Providing candidates with a positive brand
experience through the use of video before and
after a digital interview
Providing details about the company culture
Outlining expected next steps
Keeping interviews to under 25 minutes in length
Asking a manageable number of questions (8-12,
on average)
Using multiple question types that allow
candidates to tell their story, including scenario,
essay-based, and multiple-choice questions
Digital interviewing can be used in all stages of the
hiring process, including application, assessment,
selection, and onboarding. Companies can thus
become better acquainted with candidates, who are
better able to share their stories and learn about the
company culture through video interviews.

12
The voice of the candidate whether ultimately hired
or not is strong, and companies must listen to what
candidates are saying. Advancements in technology
are enabling candidates to share their experiences
both positive and negative via social media and
other communication channels, and their words and
actions can have a strong impact on a companys
brand reputation.
Companies that employ best practices are
continuously enhancing their recruiting process.
The survey results described in this report make
clear that digital interviewing will continue to have
a positive inuence in modern recruiting, brand
loyalty, and the candidate experience.
CONCLUSION
I think
to
more companies
investment to hire.
better know their candidates
before spending the
use this type of resource
should
Candidate, Marketing
13
No. of companies participating in the Candidate Experience Awards: 132
Companies utilizing Digital Interviewing: 40%
Companies considering Digital Interviewing: 26%
No. of award winning companies: 64
Winners using Digital Interviewing: 54%
APPENDIX
EMPLOYER DATA
HireVue Candidate Experience
Surveys
2013 Responses: 64,675
Digital Interview Participation:
Live 1-to-1 / Panel: 6%
On-Demand: 94%
Candidate Experience Awards
2013 Responses: 46,806
% Hired / Not Hired: 20% / 80%
Digital Interview Participation:
Live 1-to-1: 3.7%
Live Panel: 1.5%
14
APPENDIX
Hourly
Experienced
Entry
Manager
Executive
Generation X
Baby Boomer
Millennial
Generation Z
Silent Generation
Generation X
Baby Boomer
Millennial
Generation Z
Silent Generation
Hourly
Experienced
Manager
Executive

JOB LEVEL
GENERATION
OVERALL CANDIDATE EXPERIENCE
30%
32%
44%
17%
6% 1%
HireVue Candidate Experience
Surveys
Candidate Experience Awards
23%
21%
11%
15%
75% 53%
2%
1%
1%
28%
28%
39%
6%
14%
18%
29%
32%
14%
14%
30%
37%
3.7%
15.2%
34.1%
38.8%
positive*
*based on no. of 4-star and 5-star responses
positive*
7 15
Energy
Oil
Food & Beverage
Electronics & Semiconductors
Banking
Not-for-Prot
Manufacturing
Mining
Transportation
Consulting HR Specic
Education
Stafng
Healthcare
Retail
Technology
Insurance
Hospitality
Electronics
Communications
Other
Entertainment
Finance
Recreation
Media
Telecommunications
HR Technology 90.8%
88.4%
86.5%
86.2%
84.6%
82.6%
82.1%
79.9%
79.4%
78.7%
77.7%
77.7%
76.1%
75.9%
75.7%
75.6%
75.5%
75.2%
75.0%
74.9%
74.5%
74.4%
72.6%
72.4%
71.0%
63.2%
APPENDIX
CANDIDATE SATISFACTION BY INDUSTRY
WANT TO KNOW
MORE ABOUT
DIGITAL
INTERVIEWING?
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