Active Candidates
Average Score
Average Quality of Answers
In latest answers: 0 (Did not include), 1 (Did include)
Average Sentiment By Question
In latest answers: Red (Negative), Blue (Positive)
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Candidate Performance
How is candidate performance measured?
Candidate performance is measured in a number of different ways.
1. Activity - how active candidates have been. After all, practice makes perfect!
2. Predicted Score - a generated score out of 5, based on the STAR (Situation, Task, Action, Result) answer format.
3. Sentiment - based on how positive or negative candidates were in answering a question.
4. Quality of Answer - based on conversation markers, to help better understand if and how candidates are elaborating on answers.
These insights help you better understand how and when to assist candidates to improve.
How active has the candidate been?
Candidate Activity
The chart above shows how many Interview Workouts the candidate has completed over the selected period. It is recommended candidates spend at least 4 hours practicing answering interview questions before the big day. This equates to about 3 to 5 Interview Workouts, based on a selection of 10 role questions.
Interview Workout sessions should be complemented by time spent doing research on the company applied for, as well as identifying potential questions and drafting answers. Interview Workout provides hints when giving feedback to candidates. These can be used as a guide. Adequate preparation will help the candidate come across confident, authentic and ready on the big day.
How well have they done on each question?
Average Predicted Score by Question
Average Sentiment by Question
Each question answered by a candidate can be analysed according to the
- Predicted Score (out of 5) - this is based on our bank of answers. An answer that includes an elaboration of the Situation, Task, Action and Results (STAR) will generally rate better.
- Sentiment Expressed - this captures how positive or negative the candidate's tone is when answering a question. A negative tone will be shown in red, while a positive one in blue. The magntitude is also illustrated by the size of the bubble.
The above insights can be used to identify specific questions that may be problematic for a candidate. A low predicted score with negative sentiment for example, could indicate assistance is required to develop a more positive approach.
Are there any patterns in how they answered questions?
Average # of Answer Techniques Used
Average Count of Techniques Used
How a candidate answered questions can be useful in identifying areas that may need improvement. This can be broken down into
- Answer Techniques Used - this captures speech patterns used by the candidate to convey their answers. If a candidate gives an example in their answer, by elaborating on the cause and effect of an event, a '1' will indicate they always use this technique. Conversely, a '0' will indicate they do not use the technique at all.
- Answer Patterns - this allocates the Answer Techniques Used into categories aligned with the STAR (Situation, Task, Action, Result) methodology. By doing so, the candidate can focus on key areas they can focus on for improvement.
With variability in human speech patterns, the above should be used as a starting point for further discussion with the candidate on how they could improve their answers.