Maximum Number of Attempts: Allows candidates to retake the interview multiple times.
Disable Retry When User Reaches a Score: When enabled with multiple attempts, this feature prevents further retries once the candidate achieves a specified score—helping candidates avoid unnecessary attempts for minimal score improvements.
Weights of Each Score Relative to Overall Score: Determines how much each individual score contributes to the overall result, letting you fine-tune the impact of each evaluated area.
Score 1: The answer missed the point
Score 2: Partially addresses the question but lacks key details
Score 3: Adequate and correct
Score 4: A strong answer that goes beyond the basic requirements of the question
Score 5: Demonstrates expertise, creativity, or exceptional depth
AccuracyScore: Pronunciation accuracy of the speech. Accuracy indicates how closely the phonemes match a native speaker's pronunciation. Syllable, word, and full text accuracy scores are aggregated from the phoneme-level accuracy score, and refined with assessment objectives.
FluencyScore: Fluency of the given speech. Fluency indicates how closely the speech matches a native speaker's use of silent breaks between words.
CompletenessScore: Completeness of the speech, calculated by the ratio of pronounced words to the input reference text.
ProsodyScore: Prosody of the given speech. Prosody indicates how natural the given speech is, including stress, intonation, speaking speed, and rhythm.
Score: Overall score of the pronunciation quality of the given speech. Is calculated from AccuracyScore, FluencyScore, CompletenessScore, and ProsodyScore with weight, provided that ProsodyScore and CompletenessScore are available.
Each candidate went through the JobMojito interview process and an independent psychometric assessment.
The psychometric assessment score reflected the candidate cognitive abilities.
The JobMojito interview score, on the other hand, reflects the candidate's readiness for the job.
The score reflects the candidate’s readiness for the role.
It objectively evaluates candidate responses against defined expectations and the specific job description, considering the relevance, informativeness, and coherence of answers throughout the interview process.
There is a strong correlation between the psychometric assessment scores and JobMojito interview scores.
The JobMojito interview scores are clustered between 6.xx and 7.xx, which reflects the nature of the interview process. Candidates participated in a general position interview, answering questions that focused on their overall affinities in life rather than on specific domain expertise. This approach made it challenging for the LLM to assign lower scores, as all responses were informative, consistent, and directly addressed each question. Nevertheless, a clear trend emerges: candidates with higher cognitive ability consistently achieve higher interview scores.
This analysis enabled us to identify both overachievers and underperformers—candidates who excelled in the JobMojito interview but did not perform as well on the psychometric assessment, and vice versa.
