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Hello dear peers,
Someone please guide me about the hierarchy at DXC.
4.1 professional - 1
4.2 professional - 2
5 Senior Professional / Associate Manager
Where does manager lie in this hierarchy .
Is it above level 5 and is it called level 6.
And what is the salary range for Manager position.
DXC Technology
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In love 😍😍
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It’s called HireVue - here’s more information about it. Make sure you rehearse really well, smile and talk clearly.
No human actually reviews your video unless the AI says you should move on.
https://www.google.com/amp/s/www.washingtonpost.com/technology/2019/10/22/ai-hiring-face-scanning-algorithm-increasingly-decides-whether-you-deserve-job/%3foutputType=amp
Not true - they’re reviewed by humans for our team when we use HireVue
Didn’t know EY is using HireVue now. Had to use this technology in my senior year of college (5 years ago) when I was interviewing for entry level positions at Blackrock and GS.
Would recommend you prepare beforehand by recording yourself on video until it feels natural. I got self conscious when my face was on the whole screen while recording the responses to the interview questions
Yeah, I did that. It was for a T3 firm. I felt so awkward on the video and likely did so poorly they didn’t even call back. 🤣 This is where being a YouTuber and talking into a camera would be great experience.
This was used for me at Deloitte. I did terribly. Thankfully I was interviewed by a real person through a referral for my current role and got hired a month later
Sounds like they’ve cut way back on recruiters and have offshored the viewing of the videos? I’ve certainly never seen anything like that implemented before.
I believe it's done for non client facing back office roles like admin, IT, etc. I've not heard of this being used for anyone in any client facing career-track positions.
I had to do those back in college. From what recruiters told me they pick 1 or two questions and evaluate on that. Saves them time.
It’s very common now for on campus recruiting (and has been for the last few years). As others have mentioned it’ll likely all be behavioral.
I am part of the team leading this for one of our practices. Let me know if you have questions
For my practice, TD&E, they are reviewed by humans (our recruiting team). We use them because it allows for flexibility for both interviewee and interview reviewers during the first round. Studies have also show they reduce bias. They also let you ensure we ask the same questions with same response time for each interviewee. The questions are typically a mix of behavioral (tell us a time you led, etc) and light technical (to gauge familiarity with the types of projects our practice does)
I did it in the beginning of the year. You can delete the recording if you don’t like it and do another one. It took...I want to say 30min but I re recorded a couple of responses. Oh and if I recall...you get a count down before the actual time starts. My first answer I thought the count down was the time for the actual response (I wasn’t looking at the time because I wanted to look at the camera).
Did that for Bain. Failed spectacularly.
Vídeos are not personal. I’m sorry.
Companies who are implementing this need to think that instead of reducing biases, it creates wide gaps - people with diagnosed mental health issues will fail this, anxiety, panic attacks, i can see this happen. How is this inclusive?
I do HC consulting and it’s baffling that we’re making HR processes less and less personal, when it should be the opposite.
As a follow up, I did the recordings and it was painful but I got through it. In my case a human recruiter reviewed the videos. I’m not sure if it will be reviewed by the hiring manager as well but prepping for this was 10xs more stressful than doing a real interview! I realized I do much better speaking off the cuff in a conversation than doing pre-recordings. That being said it was a good learning experience. I also realized that I could use the pause between the 1st and 2nd recordings to jot notes and prep a more clear response. Overall I spent a lot longer prepping than anticipated but I guess it paid off since I got past the recruiter and am now waiting to get an interview with the hiring manager.
Had to do one for a PwC interview, mostly behavioural questions
It’s most likely just behavioral questions. I had my initial interview like this as well, but I was a campus hire. Most places first rounds are hirevues or recorded answers anyway.
Mentor
I think they do this for the first round/basic questions to assess communication skills. If you pass this the second round will be in person.
I had to do this for EY before COVID, I don’t think it’s new
Mentor
Yes, same as a1.
I did this for AT&T internships a few years ago. Eventually got me in contact with the next round / real recruiters
That’s the typical HireVue or similar
Thanks for all the input. This would be for a non-client facing role. When you all say “behavioral” questions is that like “what would you do if presented with xyz situation”? Are they really using AI to review these? I feel like the resume bots are flawed enough—not liking all this reliance on auto systems.
It’s all, “Tell me about a time...”
In a vacuum these questions are pretty much useless in determining who is a good candidate.
Good to see that we are embracing this nonsense ;)