Interview consistency
Structured interview calibration
Standardize interviews by aligning decision standards first. Interviewers calibrate using shared scenarios and rubrics, reducing bias and improving consistency across teams, regions, and hiring managers.
Problem
Interview outcomes vary widely by interviewer. Calibration is sporadic, rubrics are interpreted differently, and decisions become hard to defend—especially at scale.
Outcome
More consistent hiring decisions: shared standards, clearer probing, reduced bias, and stronger confidence in selection outcomes across interview panels.
FAQ
Common questions
Interviewers score shared scenarios against the same rubric, then compare interpretations and align on standards.
Often—because interviewers focus on verified gaps and avoid redundant questioning.
Yes—rubrics can map to your competency model and hiring bar definitions.
Yes—especially where regional norms can drive inconsistent evaluations.
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We generate scenarios, decision points, and scorecards in days.