Evidence
How candidates are assessed
This table is used to reject people. That is the whole reason it is built the way it is: a recruiter has to be able to check a claim against the words the candidate actually used, rather than take a number on faith.
The score
What a score is made of
A screening call with nothing in it never reaches a model at all. Below a minimum length there is nothing to assess, and asking for an opinion anyway would buy an invented one. That call is recorded as unscorable.
- A score out of 100
- With the rubric that produced it: named criteria, each marked out of ten with a sentence saying why.
- A recommendation
- Shortlist, Maybe or Reject. A shorthand for the number, not a decision.
- A summary
- Two or three sentences a recruiter can read in the table without opening anything.
- Strengths and concerns
- Drawn from what was said on the call, not from the CV.
- An answer per question
- Each one quoting the part of the transcript it came from.
- The model and prompt version
- Stored on every score, so two candidates are only ever compared when they were assessed the same way.
Must-haves
A must-have is asked, never inferred
A screening question elicits something to be judged. A must-have decides whether a candidate can be put forward at all. Because the second one carries that weight, it is only ever settled by asking the candidate and quoting what they said.
Must have full working rights in Australia
Yes, I am a citizen, so there are no restrictions.
Quoted from the call at 04:12
Must hold a current White Card
No, I have not done that one yet.
Quoted from the call at 05:03
Must be available for weekend work
The candidate ended the call before this was asked.
Quoted from the call at 07:02
Not established is not a polite no
A question the interviewer never reached, or an answer that was genuinely ambiguous, is a gap in the evidence rather than a finding about a person. Collapsing the two would reject candidates over a question nobody asked them. The export says Not established, not No.
A failed must-have does not deflate the score
The two are read for different purposes. The must-have is what stops somebody being put forward for this role. The score is what a recruiter reads when they are filling a different one. Conflating them loses you good people.
Fairness
What it is instructed never to judge on
Not a style preference. In a hiring tool this is a discrimination risk, so it is written into the scoring instructions rather than left to the model.
- Accent
- Name
- Age
- Gender
- Where they live
- How fluent they sound
The interviewer has limits too. It cannot offer the job, rule anyone out, promise an interview, negotiate pay, or say when somebody will hear back beyond that a recruiter will be in touch. If a candidate wants to stop, asks for a human, or is distressed, the call is meant to end gracefully.
Questions
Questions recruiters ask us
- Does Skye Agent decide who to reject?
- No. It asks the questions, records the answers and produces a score with its reasoning attached. Shortlisting is a recruiter's decision, made from evidence they can read.
- Can I see why a candidate got the score they did?
- Yes. Every answer quotes the transcript it came from, the overall score carries the rubric behind it, and the full transcript and recording sit on the candidate's record. The interview is recorded in stereo, the candidate on one channel and the interviewer on the other, so you can hear who said what.
- Does it work out working rights or residency from the CV?
- Never. Working rights, residency and similar requirements are exactly what a model would otherwise guess at from a name, an address or where somebody studied. That guess is unreliable and it is discriminatory. So they go to the interviewer as things to ask, the candidate answers, and the answer is quoted back as evidence.
- What happens if the transcript mishears something?
- Transcripts are automatic and they do contain mishearings. The scoring is instructed to read through an obvious transcription error rather than marking a candidate down for it, and the recording is there for you to check.
- Are candidates told the call is recorded?
- Three times, and all three have to stay. Australia is an all party consent jurisdiction, so it is in the invitation, on the join page above the button, and spoken aloud by the interviewer at the start of the call so it is on the recording itself.