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The situation
Unstructured interviews drift. Each interviewer develops their own questions and their own sense of a good answer, and both change over a long day.
The decision meeting then compares impressions formed from different evidence, which is why those meetings so often turn on who advocates most confidently.
Why it is hard
Different questions produce incomparable answers
There is no common basis to compare against.
Recency and order effects are strong
The same answer is scored differently depending on what preceded it.
Impressions are hard to challenge
Without the underlying evidence, disagreement becomes a contest of confidence.
How we approach it
Aura Screen asks every candidate for a role the same role-specific set, adapting follow-ups to their answers, and returns scored results in a consistent structure with the answers attached.
The decision meeting starts from comparable evidence, and a disagreement can be settled by looking at what the candidate actually said.
What changes
- The same criteria applied to every candidate for a role
- Answers attached to scores so disagreements are resolvable
- Consistent structure across candidates and across days
- Interviewers retain the decision, with better evidence under it
Next
Is this your problem too?
Bring the version of it you actually have. We will tell you what it would take, including when the answer is that it is not worth doing.