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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.
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In 1998, Frank Schmidt and John Hunter published a meta-analysis of 85 years of research on how well assessments predict performance. There was a follow up study in 2016 of the same meta-analysis by Schmidt, Oh, & Shaffer in 2016 which concurred the findings.

How it Works
Structured Interviews work in two simple ways.
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Ask the same set of questions, often in the same order.
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Use the same evaluation criteria.

Question Types
To measure specific competencies you are looking for, questions can be tailored under two categories:
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Behavioral interview questions
Ask candidates to describe prior experience and match those to requirements in the current job (i.e., “Tell me about a time . . . ?”)
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Situational interview questions
Puts candidates in a hypothetical situation related to the job (i.e., “What would you do if . . . ?”).
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How Interviewer.AI helps
  • Replaces your first round of interview
  • Refresh questions continuously 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
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.
Stop screening resumes.
 Interview Everyone.