Global Selection at Hirevue
Updated: Oct 9
This interview explores the global talent gaps that exist between employee and employer. Hirevue provides a service that is trying to bridge this gap.
Hi, my name is Mark Newman. I’m CEO and founder of Hirevue. The way Hirevue works is our core mission is to enable people to tell their story and to demonstrate their ability to work and to do that by removing any type of friction around interacting with employers. So we want to make interviewed job interviews, which are life-changing experiences awesome. So we invented this thing called the on-demand interview where people take the interview on their own time through mobile devices or webcams where they answer questions one by one that get recorded for review by employers.
We also offer all sorts of other interview types coding challenges, live interviews, you name it because this idea of how do you tell your story and demonstrate your ability to work and do it in a way that you aren’t represented by a resume or a profile you represented by who you are, your stories, your experiences, and ideas for future. With statistics out there about talking about talent shortage of you know, thirty five percent of employers saying, you know it globally that there is and 49 percent of the U.S. I don’t think there actually is a talent shortage. I think there’s a talent a shortage in the skills to be able to find that talent, because a lot of times people say I have to find somebody with this perfect profile to fill this position than 12 years experiences of x, yet the programming language has only been around for three. People apply for jobs through the what’s what are called like applicant tracking systems and kind of you see a job posting online you apply for you putting your resume. Well, it’s actually a little known as the fact that only 4% of candidates actually even have the resume reviewed in those systems. So it’s a black hole. The systems generally have screening criteria. Oh how many x years of experience do you have, do you have these keywords, do you have those various elements.
The friction in this market is at a certain point in time you post a job because the jobs are more simple and you’d get applicants to this job but a localized level and you could make your decision. Well jobs are becoming more complex. A marketing person 10 years ago could maybe build some content and do some stuff and now you have to have a good understanding of digital marketing and that’s a different skill set than existed before. So ultimately for the for the best organizations in the world or frankly every organization the world recruiting is a competitive sport. Its reframing how you think about finding the right person and saying, you know, it’s actually not about them having specific experience in this specific skill set that may or may not even existed before, it’s actually understanding what’s their school of experience, the professor Clayton Christensen from Harvard University has this idea of what’s your school of experience? What did you learn from other use cases essentially that help you apply to it, you know till your work today? So did you go door to door to door when you were a kid or a young adult whether it was on like a church mission or working, you know trying to do odd jobs for neighbors and trying to build your own business. Well, so when you go to apply for a job and you say oh well, I did door-to-door that they’re like what you can’t do, you know project management or technology or whatever and you’re like, well, no, actually I learned sales at that young age. I can do sales today.
The good friend of mine had on his resume: farmer. I’m like Court you really have Farmer on your resume like, okay. Well, let’s talk about what your school of experience was right. What is it and and you and I said and I was like how big of a you know, did you do like a Hundred Acre Farm or what? He’s like, oh, no, he’s like I managed the team I’m like, okay, you were a manager and we had I’m like what sort of equipment to use. He’s like 20 million dollars worth of equipment because it’s this big kind of giant farming equipment. I said, okay capital intensive and I’m like and did he do this for like a hundred acres and he’s like no we did it for two hundred forty three thousand acres in our biggest season and I’m liking how old are you and he did this. He’s like 19. I’m like, okay, you’re not a farmer, right? You’re a project manager. You manage capital equipment, you have large-scale projects, and you manage teams of people that were much older and experienced than you that’s kind of the school of experience that you need to do same thing and technical skills.
You have seven years of Python development expertise will have even been around that long. But if you’re able to use code to build applications to do this to solve business problems or whatever it is and you’re able to do that, that’s pretty powerful. The skill of identifying that and understanding that isn’t in existence at a high enough level inside the world kind of companies today. And if you think about on the global level if you think about like culturally there’s a lot more kind of emerging market economies that kind of have a more scrappy culture of where you kind of figure things out, you get things done. And I think if American companies had a deeper resourcefulness around finding and understanding that school of experience when it comes to trying to build their teams, there wouldn’t be a skills shortage out because it realize it’s right in front of them. Hirevue’s role in all of that is it is really hard to teach but if you could already crack the process and the technology to me all the support that it can scale it. We can kind of drastically reduce that ramp time to figure that out. Inside of Hirevue, we have this big data deep Talent analytics engine called a Hirevue Iris. And what Iris does is we say listen here are the best people inside of your organization and frankly, here are the worst right here the difference of it. Here’s how things people do things differently. It’s not about just GPA. It’s about how people think and communicate in their action all those various elements. That acts as a baseline to then automatically recommend people that match that as they kind of come in and do interviews for you. And so that’s really kind of powerful way to do a really high volume scalable hiring programs inside of companies, even if you’re only hiring one or two or three people though, whether it’s coding challenges or just consistency in interviewing reducing the variance so that everybody can kind of interview the same way and more so even empowering candidates who may be in jobs, may be in school, and whatever it is to not have to take six hours off to go and interview at two o’clock in the afternoon one da,y but to do it on their own time really drives like a really inclusive process that helps you find your best.
So we can enable people to tell their story and talk about their school of experience than demonstrate your ability to work. We kind of think of it as like a market issue with too much friction in the market. It needs more liquidity. If you think your potential pool of talent for a job is like seven people and they’re existing all over the country and need one in Utah was like no it probably is about 5,000 people and they can be anywhere and you just have to understand who they are what they’re about how they think and you be able to fill the jobs that you’re trying to do today. We help hire, you know hundreds of thousands of people a year for our customers. Even inside of Hirevue, we hired a guy named Christian Horner who is 15 years old literally when he came and worked for us. He didn’t even finish high school yet. Yeah, he was part of the Python User Group here in Salt Lake and he found that we were Python shop and said I want to come and work there and we were thinking okay. What is you know, what’s he going to do here? Well, it turns out he used the python coding language to teach himself calculus and how to program and could solve PhD level programming questions and he went through this entire China Challenge set and whatever and he came and joined our team and we do that every single day for a kind of the biggest companies in the world.
We definitely not have found him without Hirevue because he frankly if he just applied for a job online. He wouldn’t even got a shot. Thomas Friedman and idea of the World is Flat as an interesting idea and even what’s kind of funny is that the books about 15 years old now and a lot of its kind of coming true the it’s really less about shrinking the world and more around empowering the workforce of today versus what it was yesterday. So Hirevue is 200 people. We have people in 25 different states, give or take and five different countries. We’re only a 200-person organization 20 years ago that couldn’t exist. Right? And so that’s happening in all sorts of companies all over the world, but we regardless of size. So whether you’re doing a start-up and next thing, you know, you have people in Ukraine and Philippines and all over Africa and whatever it is doing freelance work for you to help you kind of get things set up or whatever it might be. It’s less about, you know, shrinking the world and more about how do we empower the workforce of today, where guess what, you’re working on a 24 by 7 schedule not a you know, an 8 by 5 schedule and you have people who they might be working 40 hours a week, but guess what they’re working 40 hours a week and that 40 hours is during while you’re sleeping and all those various elements. So how do we support those needs? And how do we support our customers who might be hiring seventy thousand people a year like a JP Morgan yet 30,000 are in the U.S., 25 are in this country, 10,000 are there, five thousand are there, and there’s 40,000 people inside the organization that move around each year. That’s the big kind of hairy problem that we help address, so it’s a lot of fun.
The number one reason why companies struggle in their international growth and hiring behind it all is first off :they want to hire people like them in completely different market contexts. So if you’re based in Utah and you try to hire people just the same way as you hire of people in Utah you’re trying to do that in Malaysia, it’s not going to work. You have to have a deep understanding around social norms, cultural norms, how the markets happen, how business works there, and all those various things and kind of hire a local. Don’t try to hire a Utahn. The second one is you don’t actually communicate kind of the Mission Vision to core values the fundamentals of the business on a regular basis with the other cruise around the world. As soon as you do that, no doubt, you’re going to have fiefdoms in different places and different countries and different vibes and all these various elements and when you’re miscalibrated or misaligned team stuff happens, results don’t get hit, deals don’t get closed, products don’t get sold, at least they might, but not as great are at a level that they should be. If you can be mindful and patient and kind of stick to like the outcomes that you’re trying to work towards, the goals that you’re working towards an understanding that on a big project that’s not going to happen tomorrow. And if it doesn’t happen tomorrow, you shouldn’t pivot you should actually kind of stick to it and go after it and you’re mindful of that all the company that you want to build will be a great company, we build not a crappy one project will be delivered on and you’ll execute on your goals.