Candidate suitability support
A report on each candidate being considered for a role: rich input for the decision, not a recommendation.
This offering provides support for an organization choosing among candidates for a role. The expectations of the role are worked out with the organization and shape a spoken interview with an AI interviewer, working from instructions written for the role. Afterwards, the interview is analyzed by using specific rubrics designed to identify the candidate's relevant experience in relation to each area of the role. As well, the transcript is analyzed for skills and for the complexity of their thinking. This is then brought together in a report on each candidate, including questions for the personal follow-up interview. The report is input for the organization's decision, not a recommendation.
We are piloting it now with initial clients.
A résumé shows where a person has been and what they say they can do. This report is closer to what a panel of specialists would tell you after each had listened to the same interview from their own field, and then worked out together what evidence has been stated (did they only say it?), seen (did they understand it?) or actually shown (did they actually do it?).
How it works
- 1
The role.
We work out with you what the role requires: its main parts, the areas of work within them, and what an account of real experience in each would contain.
- 2
The interview.
Each candidate takes an interview online with an AI interviewer, working from instructions written for the role, at their convenience. They describe pieces of their own work, one that went well and one that did not, and are asked about key moments.
- 3
The analysis.
Afterwards, the transcript is analyzed for the candidate's experience in each area of the role, for the skills their accounts display, and for the complexity of their thinking.
- 4
The report.
The several analyses are brought together, anchored in the candidate's own words, into one report per candidate, with a question for your follow-up interview to go deeper in each area.
- 5
Your decision.
The report informs your own interviews, your reference checks and your final decision.
How the interview is conducted
- The candidate is told before it begins that the interviewer is an AI.
- The same main questions, in the same order, for every candidate.
- Accounts of real work, from any setting, rather than what a person says they would do.
- The interviewer only asks questions: it gives no hints, no praise, no judgment. Every judgment is made afterwards, based on the analysis of the transcript.
- Only the text is read. Nothing analyzes the candidate's voice or facial expressions, or tries to read their emotions.
What the report gives you
- Where the candidate's experience is strong and where it is thin, with evidence from their own words.
- A view of them beyond what a résumé can give.
- Concerns or strengths you may not have noticed.
- Questions to take into your follow-up interview.
Each area is rated by what the candidate's accounts of their work contain, not by how well they are told.
Of the three things that matter in a decision about a role, the system reads first for knowledge, skills and experience, then comments briefly on the complexity of thinking, and leaves values to your own process.
Looking more broadly at people within your organization, for a role, a project or a task? Decisions about readiness for a role →
What it is not
- 1
Not a recommendation.
We do not rank or recommend candidates.
- 2
Not a check of the facts.
The interview draws out accounts; it does not verify them. Your interviews and reference checks do.
- 3
Not the last word on what is missing.
Not finding something can mean the interview did not ask for it. Where the report can tell the difference, it says so.
With your selection consultant
It can run alongside a selection consultant's own work. The consultant helps shape the role's areas, reads the reports with us, and receives the detailed analyses of the candidates' thinking for their own interviews.
Choosing among candidates for a role?
Request an opening consultation →