> ## Documentation Index
> Fetch the complete documentation index at: https://docs.talview.com/llms.txt
> Use this file to discover all available pages before exploring further.
# How to Understand Competency-Wise Scores in Interview Insights
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.
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**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.