Scoring System to evaluate a Candidate?
www.etc-ai.com
Experts say that the “Supervisor” have the “gut feeling” when a Candidate is lying. We all have to listen to our instincts. But there are potential problems trying to analyze and separate emotions. How to defend a lying Candidate or employee?
How to support when we do not have objective elements to prove it?
The conclusion is that the Scoring process should be complemented with objective elements such as the analysis of emotions for each video recorded question also known as Human Analytics.
When a scoring system is used to rank Candidates, there is a high probability that the process will include the Lying Test thru the use of Checkpoints.
We will explain how use the Supervisor APP you can evaluate with a scoring system to score, interpret and assess the situation and why it works so well.
What is a scoring system?
Sounds complicated! The reality is quite the opposite in each of the questions of the self-recorded video interview. In the interpretation section, it is qualified in each question if it is the “Potential Lyier,” and there are five options from Yes to No.
In the Result section, we will have a “Potential Lyier” Score that we can compare.
When the Candidate has talked about the Incident experience, they should be able to give an overall score of 5 points for someone who trusts, and 1 is someone who does not seem to be Lying to the company.
It is important for the “Supervisor” to test the process a self-video session, even score the session, the system accumulates the points of each spouse, with this process you should see some light at the end of the tunnel.
When reviewing the background and conducting a preliminary session with the Candidate, we look for behaviors and answers that reveal if it is Lying.
With the Interpretation of the “Self Video Recorded Interviews,” it reveals previously unknown information to know the emotions of the candidates when answering the questions.
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