Frequently Asked Questions
Use a past defeat as a motivator. Remind yourself you have nowhere to go except up as you have already been at the bottom.
01What is a Confidence Score and why is it important
Confidence Score of a Candidate in an interview is the average of the variation of the candidate’s confidence throughout the interview process. The confidence score indicates the mean or average of the confidence demonstrated by the candidate during the interview process. It is obvious that there will be a variation of the confidence score based on the questions and situations posed during the interview and hence the mean score is very significant to average out the variation.
02What is a Personality Identification
A personality identification of the candidate is being judged as being either Jovial, Calm or Reserved. Understanding one’s personality os of critical importance keeping in mind that a wrong hire might affect the team’s balance and thus corrode its capability significantly.
03What is Behavioural Analysis
A behavioural analysis is a study of the mood swings of the candidate during the interview process. It is a common phenomenon for a human to show emotions when put into situations either comfortable ones or uncomfortable ones. This study shows us the capability of the candidate’s stress management capabilities effectively.
It is important to understand that is is considered unnatural if a candidate shows not behavioural changes during the interview and such cases are in most cases found to be happening when the candidate is indulging in a fraudulent activity in some way.
04What is Confidence Variation and how to read the graph
The confidence of a candidate is bound to vary when put into situations. It is important to understand the variation to analyse the highs and lows. Too much variation shows a possibility of a confusion in the mind of the candidate.
05What is Objective Analysis and how is it significant
An objective analysis is one of the most important reports as it directly points the confidence score pertaining to each of the candidate’s responses during the interview. This report shows us what questions were answered confidently and which ones were not even if the answer is right.
06How to identify Vocal Impersonation
Vocal impersonation is a case where a candidate is being helped by an another person by answering the questions vocally and the candidate is just moving the lips pretending to be answering the questions.
The result of the analysis has multiple response options as mentioned below.
- Bad Video – Videos with either no video content (black screen) or video is of blurry / bad quality.
- Content Violation – Any Technical issue that our code does not support (Non-English, Split Video, No Audio, etc.)
- Suspected LipSync – Candidate’s lip visibility is lesser than 50% compared to entire time found speaking. Feature hidden either intentionally or otherwise.
- Definite LipSync – Correctly identified as a lipsync issue – someone else speaking on candidate behalf.
- No LipSync Issue – Correctly identified as genuine case where speaker and candidate were the same
07What is the ideal video specification
The video specifications ideal for the Rite Hire AI to analysis are as mentioned below.
- The video should be with a good clarity.
- The video should not have a bright background behind the candidate making it difficult for the AI to identify facial features of the candidate.
- The video should contain only English as the medium of communication.
- The video should contain only one face and that of the candidate and nobody else.
- The video should have audio in good clarity.
08Is there a Refund Policy
Yes there is a refund policy and is limited to the Vocal Impersonation Identification Service only. Please submit the Discrepancy request within 7 days of the analysis to claim the refund of the service charge. The refund will only be granted if the analysis is found to be faulty after manual scrutiny by the Rite Hire technical team.