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Interview Insights in Talview includes a Candidate Performance section that breaks down the candidate’s interview performance into individual competency scores. This helps evaluators and recruiters move beyond a general impression and understand exactly how a candidate performed across specific skill areas. In this article, you will learn how to locate, read, and interpret the competency-wise scores within Interview Insights.

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Before You Begin

Make sure you have:
  • Logged in to Workflow Tools with your evaluator credentials.
  • Opened the Interview Summary page for a candidate with a completed interview.

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Step-by-Step Guide

1. Open the Overview tab On the Interview Summary page, make sure you’re on the Overview tab in the right panel. This is where all AI-generated insights and performance data are displayed. 2. Scroll down to the Candidate Performance section Below the Interview Summary, Strengths, Key Discussion Points, Areas of Improvement, and Recommended Next Steps sections, you’ll find the Candidate Performance section at the bottom of the Overview tab.
  • This section is collapsible. If it appears collapsed, click the expand arrow (∨) to open it.
3. Review the competency-wise breakdown Once expanded, the Candidate Performance section displays the candidate’s scores organized by individual competencies.
  • Each competency represents a specific skill area that was assessed during the interview (e.g., problem-solving, technical knowledge, communication, debugging ability).
  • The scores are generated based on the AI’s analysis of the candidate’s responses throughout the interview session.
4. Interpret what the scores mean When reviewing the competency scores, keep the following in mind:
  • Higher scores indicate the candidate demonstrated strong ability in that competency, supported by clear and correct responses during the interview.
  • Lower scores suggest the candidate struggled in that area, this could mean incomplete answers, incorrect explanations, or needing significant guidance from the interviewer.
  • Look at the scores alongside the Strengths and Areas of Improvement sections for a complete picture. A low competency score will often correspond to a specific weakness called out in the Areas of Improvement section, and vice versa.
5. Use the scores to compare across competencies The competency-wise breakdown is most useful when you look at the overall pattern rather than any single score in isolation.
  • A candidate might score well on theoretical knowledge but lower on hands-on coding, this tells you something different than a candidate who scores evenly across all areas.
  • Use these patterns to determine whether the candidate’s strengths align with what the role requires. You can refer the Job Description by clicking the job description preview icon in the top-right action bar.
Additional Tips
  • The competency scores are AI-generated and should be used as a data point to support your evaluation, not as the sole basis for a hiring decision. Always consider them alongside the full Interview Summary, your own observations, and the interview recording.
  • If a particular competency score seems unexpected, play back the relevant portion of the interview recording in the left panel to verify the context.
  • You can collapse and expand the Candidate Performance section at any time using the arrow icon on the section header without affecting the rest of the Overview tab.
  • To evaluate the candidate after reviewing their competency scores, click the Evaluate button in the top-right corner to submit your recommendation.