Questions and scoring

Write job-related questions, define good evidence, and interpret scores fairly.

A strong screening question asks for evidence related to the job. An evaluation guide describes what reviewers should look for in an answer.

InsightHire can summarize and score available evidence to help reviewers prioritize their work. Those scores do not make the hiring decision.

Write a useful question

1. Start with one requirement from the position.
2. Ask for a specific example, action, or work sample.
3. Use plain language and ask only one main thing.
4. Remove personal questions that are unrelated to the role.
5. Set a reasonable response time if the question is timed.
6. Ask another reviewer to check for clarity and bias.

Example: ask a candidate to describe how they handled an unhappy customer, what they did, and what happened. Avoid vague prompts such as asking whether they are good with customers.

Add the question

1. Open Questions.
2. Search the library before creating a duplicate.
3. Select an existing question or create a new one.
4. Enter the question and its relevant category or tags.
5. Choose the response type.
6. Save the question.

Add the question to a journey, assessment, or interview template as appropriate.

Define an evaluation guide

1. State the job-related quality being measured.
2. Describe the evidence expected in a strong answer.
3. Describe what would make an answer incomplete.
4. Give each criterion an importance that reflects the role.
5. Review any suggested criteria before saving them.
6. Test the guide with sample answers and compare reviewer judgments.

For multiple-choice questions, confirm the intended correct choices. For written or video answers, reviewers should be able to understand why a score was given by reading the guide and the response.

Understand the overall score

The score shown for a candidate may summarize several sources, such as resume qualifications, video answers, assessment results, and—when available—culture scoring. The exact mix depends on the position and the evidence the candidate completed.

Use the score to decide what to inspect first. Then open the candidate's report and review each source of evidence.

Review trust and authenticity signals

Trust and authenticity signals can point to activity that deserves a closer look. They do not prove fraud, dishonesty, or poor job performance.

1. Review the response and surrounding context.
2. Check whether there is a reasonable explanation.
3. Follow your organization's review policy.
4. Document the job-related basis for the final decision.

Never reject a candidate automatically because of an AI-assisted score, culture score, trust flag, or authenticity signal.

Calibrate before wider use

1. Have at least two reviewers score the same small sample.
2. Discuss where their judgments differ.
3. Clarify the evaluation guide.
4. Compare the displayed score with the underlying evidence.
5. Revisit weights and thresholds if they produce misleading priorities.

For practical use, see Create and use assessments, Build and test journeys, and Review candidates.