Evaluation
Give candidates a structured video interview experience. Connect their responses to role-specific criteria and give reviewers the evidence needed for the next decision.
The value of a video interview is the evidence it captures about the role. Questions, follow-ups and evaluations should remain connected to stated criteria, with a person responsible for the decision.
Present the interview through an avatar-led conversation.
Use the questions and criteria established for the role.
Explore answers that need clarification or further depth.
Keep interview records available for authorized review.
Organize findings around the responses relevant to each competency.
Give reviewers context to inspect findings and resolve uncertainty.
Review the information captured, the evidence behind findings and the questions that still need a responsible person's attention.
A record of the interview and the candidate’s responses.
Responses considered against the configured criteria.
Gaps and questions requiring further assessment.
Evidence to support a human-led progression decision.
Capability assessment should be grounded in job-relevant responses and evidence, not appearance, facial expressions or inferred emotions.
A structured interview follows role-specific questions and can explore the candidate's responses rather than simply collecting a video introduction.
Access should follow the organization's configured permissions and candidate-data policies.
It can provide evidence for the process. Human panels remain responsible for the expert judgment assigned to them.
