Interview Design
- Keep interviews to 15–20 minutes total. The more questions, the less time candidates have to give thoughtful answers—keep it focused.
- Aim for 5–8 total questions. Use a mix of open-ended prompts and straightforward confirmations (e.g., certifications, location, shift flexibility).
- Use one question per text box. Avoid bundling multiple questions into a single prompt—this causes confusion and weakens responses.
❌ Example of a poor question:
“Tell me about your ICU experience, your certifications, and your willingness to work night shifts.”
(Too much at once—difficult to score, and unclear what’s being answered.)
✅ Example of a strong question:
“Tell me about your ICU experience. What types of patients and hospital environments have you worked in?”
(Singular focus with room for follow-up if needed.)
- Be intentional: Think carefully about what you're filtering for at this stage—skills, licenses, adaptability, communication, etc.
Scoring Criteria Design
- Limit to 5 scoring criteria. AIR will evaluate each answer against only the defined criteria.
- No built-in weighting. If one skill is more important, repeat that criterion (e.g., add it twice) to reflect its importance in the scoring model.
- Be specific—the more detail, the better AIR performs.
❌ Vague criterion example:
“Has relevant experience.”
✅ Strong criterion example:
“Give a 5 if the candidate holds an active ICU certification and describes experience in critical care; give a 1 if no cert or no ICU experience is mentioned.”