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AI Interview Buddy allows you to either record interviews directly using your device’s microphone or upload audio files in most common formats (e.g., MP3, M4A, WAV). Once an interview is uploaded, the system uses AI-based speech-to-text (STT) to transcribe the audio. This includes speaker diarization meaning it can distinguish between the candidate and the interviewer(s).

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Extracting Questions and Answers

After transcription, the system identifies individual Q&A pairs. It’s common for an interviewer to ask follow-up questions, so the system intelligently groups sequences of related questions and answers into single Q&A units for evaluation. evaluating-interview-performance

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Evaluation Criteria

Each Q&A pair is then evaluated across seven key dimensions. These are based on best practices in hiring and interview assessment:

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1. Structured Response (Use of STAR Method)

Did the candidate organize their answer clearly and logically?
  • Behavioral questions are ideally answered using the STAR model (Situation, Task, Action, Result).
  • Technical answers should explain the problem and solution in a step-by-step manner.
  • A good structure helps the evaluator follow the story and logic easily.

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2. Relevance to the Question

Did the answer directly address the question asked?
  • Strong answers stay on topic and answer all parts of a multi-part question.
  • Examples chosen must be aligned with the intent of the question.
  • Going off-topic or missing key elements reduces relevance.

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3. Clarity and Conciseness

Is the response easy to follow and free from unnecessary rambling?
  • Great candidates communicate in a clear and focused manner.
  • Long-winded or vague responses are penalized.
  • Clarity improves with structure and brevity.

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4. Specificity and Detail

Does the candidate give concrete details, real examples, and avoid vague generalities?
  • Strong answers include specific facts, tools used, data, names, and measurable outcomes.
  • Vague or generic statements (e.g., “I worked hard”) hurt the credibility of the answer.

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5. Actions and Personal Contribution

Does the candidate explain what they specifically did?
  • Evaluators look for individual ownership of actions.
  • Even in team settings, the candidate should highlight their personal contribution.

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6. Results and Impact

Does the answer explain what happened as a result of their actions?
  • Interviewers want to hear about outcomes, not just effort.
  • Strong responses include quantifiable results, lessons learned, or meaningful change.

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7. Skill/Competency Demonstration

Does the answer showcase the skill or competency the question is targeting?
  • For example: teamwork, leadership, communication, technical knowledge, problem-solving.
  • The answer should clearly demonstrate the candidate possesses the desired quality.

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Scoring and Final Evaluation

Each of the 7 criteria is scored on a 0–10 scale.
The average of these scores is used to determine the quality of the answer. Formula:
(ST + RV + CC + SP + AR + CY + SK) / 7 = Q&A Score
Then, the scores of all Q&A pairs in the interview are averaged to generate the final Interview Score.

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A Note on Subjectivity

While this scoring process helps quantify interview answers in a structured and fair way, it’s important to remember:
Interview performance is always somewhat subjective - what’s considered a strong answer in one company or role may be seen differently elsewhere.
That said, by applying a methodical approach to structure, relevance, clarity, and impact, candidates can significantly improve the quality of their answers. Successful candidates tend to consistently demonstrate strength across these 7 dimensions.
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