Best Practices - Assessments

We aren’t psychic, but we do have some pretty cool voice analytics that can help predict the future.

​The Audiolytics Score tells you all about your candidates emotional affect. Are they engaged, excited, energetic or are they displaying boredom, sadness or disengagement?

​Candidates with a green Audiolytics score displayed emotions associated with top performers. It's not often but, sometimes we apply a yellow Audiolytics Score suggesting you proceed with caution - they didn't display enough emotion in either direction.

And then there's red. We recommend avoiding time spent here. Historically, data shows these just don't work out the way we'd all hope. Trust the data and use it to your advantage.

10 questions testing a candidate's language skills around fluency, proficiency, critical thinking, and active listening. (English or Spanish)

• Possible scores range 0 to 100. The average in the U.S. is 40-60.

• 40 and above are an automatic pass but their open-ended responses should still be reviewed.

• 20 - 40 require a quick review to check for simple embellishments.

• 20 or below is considered failing and we do not recommend pursuing those candidates.

Data Entry allows you to learn about a candidate's ability to actively listen, comprehend, retain, multi-task, and enter information accurately.

An audio clip is played for candidates who are then complete a form using the information they've just heard within one minute of the recording finishing. 

​Answer fields include free form, drop-downs, radio buttons, etc.

Most often, 70+ is considered the minimum passing score.

The Chat Assessment, available in English, allows your candidates to show off their multi-tasking, critical thinking, comprehension and fluency skills while they demonstrate their ability to accurately and efficiently respond to 3 simultaneous chat conversations.  Their results will produce two scores, Accuracy & Average Response Time, which will help you quickly identify those that are qualified to do the job well!  

Show off your selection skills!

Sort completed candidates by their Audiolytics scores. Go for the green!  Candidates with green Audiolytics Scores + passing scores on the additional tests should be priority. Then yellows (if you must!) with high scores on any additional test.

Once a candidate has been reviewed the next step is to rate and disposition them by either marking them Advanced, Declined, or Reviewed. Once hired, you'll want to make sure to mark them Hired to show off your selection skills!