The Science of Selection
Academic qualifications and past job experience are poor predictors of future job performance. General Mental Ability, Structured Interviews, Work Sample, and Job Tryouts are scientifically proven to have better predictive validations.
Structured interview technique is a scientifically-proven methodology adopted by companies like Google to interview candidates at scale. It ensures a proven, consistent, and bias-free approach to evaluate candidates’ competency for a given job.
Assessment methods & Job selections
Leverage agile frameworks to provide a robust synopsis for high level overviews. Iterative approaches to corporate.
Behavioral Interview Questions
Ask candidates to describe prior experience and match those to requirements in the current job.
Situational Interview questions
Puts candidates in a hypothetical situation related to the job.
How it works
The alternative is the traditional interview process that wastes both the interviewee and the interviewer’s time, with unstructured, sometimes repetitive questions, is open to conscious, subconscious, and unconscious bias.
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Ask same set of questions
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Ask the question in the same order
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Use the same evaluation criteria
How Interviewer.AI helps
Area of expertise:
- Replace your first round of interview
- Replace questions to avoid rehearsed answers
- Evaluate candidates consistently for hard & soft skills
- Provides speech-to-text for easy readability
- Uses computer vision, voice analytics, and natural language processing for data-driven insights
Our online structured interview software allows you to easily conduct large-scale structured interviews and help you improve the quality of your hire and reduce the cost of hiring recruits.