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Innovation Dr. Josh Liff: Director, Assessment Psychometrics and Applied Research  \nDr. Lindsey Zuloaga: Chief Data Scientist Dr. Nathan Mondragon: Chief I/O Psychologist  \nOCTOBER / 2021  \n01  \n\n| SUMMARY\u003Cbr>02 |\n| --- |\n| WHAT HIREVUE'S ASSESSMENTS MEASURE\u003Cbr>03 |\n| INTERVIEW AND GAME-BASED ASSESSMENTS\u003Cbr>04 |\n| ONDEMAND INTERVIEWS AS PSYCHOMETRIC ASSESSMENTS\u003Cbr>05 |\n| GAMES MODELED AFTER PSYCHOMETRIC TESTS\u003Cbr>06 |\n| OUR VALIDATION PROCESS\u003Cbr>07 |\n| PREDICTIVE VALIDITY OF HIREVUE ASSESSMENTS ACROSS INDUSTRIES\u003Cbr>08 |\n| FAIRNESS AND ADVERSE IMPACT\u003Cbr>09 |\n| ADVANTAGES OF INTERVIEW AND GAME-BASED ASSESSMENTS\u003Cbr>10 |\n\nREFERENCES  \nS U M M A R Y  \nHireVue assessments are psychometric assessments that measure traits and competencies associated with performance at work. Psychometric assessments and structured interviews are the most scientifically valid methods for making selection decisions (Schmidt & Hunter, 1998; Levashina, Hartwell, Morgeson, & Campion, 2014) . They substantially reduce sources of human bias and result in a more diverse and skilled workforce (Ployhart, 2000; Ployhart, & Holtz, 2008) . Decades of research show that there are a number of traits and competencies that are predictive of performance at work, including cognitive ability and personality (Barrick & Mount, 1991; Kuncel, Ones, Sackett, 2010; Gonzalez-Mule, Mount, & Oh, 2014) . HireVue’s scientific model summarizes these competencies into four key areas: working with people, personality and work style, working with information, and technical skills.  \nFIGURE 1 : HIREVUE JOB FIT FRAMEWORK  \nHireVue Competency Library  \nThere are well-established processes for developing and validating psychometric assessments for use by Talent Management and People Analytics professionals. All psychometric assessments, including many legacy tests such as self-report questionnaires, use algorithms to derive personality, cognitive ability, or competency scores for individual test-takers. As a result, and contrary to other domains where Artificial Intelligence is driving innovation, psychometric assessments are well regulated. They must meet strict standards of fairness and quality, which in the United States are posed by the Uniform Guidelines on Employee Selection Procedures (1978) as adopted by the US Equal Employment Opportunity Commission, and professional testing standards (American Educational Research Association, American Psychological Association, & National Council on Measurement in Education, 1999; Society for Industrial and Organizational Psychology, 2018) . Our assessments are developed and monitored by an interdisciplinary team of Data Scientists and Industrial and Organizational (I/O) Psychologists who are guided by professional testing standards and regulatory bodies, as well as the application of principles and measures of algorithmic fairness throughout the assessment development and deployment process.  \nHireVue assessments introduce innovation to pre-hire assessments through novel formats: standardized video interviews and game-based assessments. These formats result in different data underlying the assessment scoring algorithm compared with traditional, questionnaire-based assessments. Apart from this, HireVue assessments are developed, validated, and used in the same way as traditional psychometric tests. All HireVue assessments measure traits and competencies found to be relevant in the workplace across a variety of roles and industries. They are mitigated for adverse impact to improve fairness, and meet strict standards of reliability and validity.  \n Interview assessments have convergent validities of r = .55 to r = .74 with trained evaluator ratings of the respective competency.  \n Interview assessments have predictive validities of r = .25 to r = .49 with various job-related outcomes.  \n Cognitive game-based assessments correlate between r = .51 and r = ","cbCaiqko0NynDjwv","https://ap.wps.com/l/cbCaiqko0NynDjwv","pdf",1107552,21,"English","# Summary\n## What HireVue's Assessments Measure\n## Interview and Game-Based Assessments\n## Our Validation Process\n## Predictive Validity Across Industries\n## Fairness and Adverse Impact\n## Advantages of Interview and Game-Based Assessments\n## References","[{\"question\":\"HireVue assessments measure what types of traits and competencies?\",\"answer\":\"They measure traits and competencies associated with performance at work, organized into four key areas: working with people, personality and work style, working with information, and technical skills.\"},{\"question\":\"How do HireVue’s interview and game-based formats differ from traditional assessments?\",\"answer\":\"They use standardized video interviews and game-based assessments, which produce different underlying data for the scoring algorithm compared with traditional questionnaire-based approaches.\"},{\"question\":\"What does the validation process emphasize for HireVue assessments?\",\"answer\":\"The process focuses on meeting strict standards of fairness and quality and uses interdisciplinary development and monitoring guided by professional testing standards and regulatory requirements.\"}]","HIREVUE'S ASSESSMENT SCIENCE - White Paper - October 2021 | PDF",1789750286,53]