This article is also available in:

Choosing a Review Method and Adding Instructions

Your Review Method decides how reviewers score candidates, and your Reviewer Instructions tell them for what criteria, skills, personality, etc., you are looking for in this role. Setting both upfront keeps reviews consistent, especially when multiple people are involved.

Accessing Your Review Settings

You can configure the review settings for any new or existing automated or live interview.

Go to your Interviews overview from the main sidebar menu.
Select the specific interview template you want to configure.
Go to the Scoring tab.

Selecting a Review Method

Depending on the role, you might need a quick pulse check or really evaluate question by question. Select the method that best fits your workflow from the dropdown menu:

Overall Star Rating: Reviewers give a single 1-to-5 star rating and an overall comment based on their overall impression of the candidate's interview. Best for rapid screening and high-volume apprentice (Azubi) roles.
Question-based Rating: Reviewers rate the candidate per question. For each question, there is a 1-to-5 star rating and an open comment/feedback field. The overall score for a candidate is automatically calculated based on all ratings given per question.

Add Reviewer Instructions (Make Reviews Consistent)

Providing context is the best way to empower reviewers and reduce bias. Use this space to tell them exactly what to look for, how to score, etc.

Locate the Review Instructions text box just below your chosen review method in the Scoring tab.
Type in your specific guidelines.
Click the Save button to apply your new settings.

When a team member opens a candidate's video to evaluate them, these instructions will be prominently displayed alongside the scoring tools.

Example: Fast, High-Volume Rubric
Please rate the overall fit for the role.
5 = strong hire (clear motivation, customer-friendly, communicates clearly)
3 = borderline (some strengths but unclear motivation or weak examples)
1 = no (unable to answer clearly, poor attitude, not available for shifts)

Changing the review method mid-process can reduce consistency across reviewers (some candidates may have been scored differently). If you must change it, do so between hiring rounds and tell reviewers what changed. |

Next Steps

Now that your review framework is perfectly set up, it is time to bring your team into the process:

Ready to assign candidates to your Hiring Managers? Learn about Assigning Team Members to Review a Candidate

Updated on: 16/03/2026

Was this article helpful?

Thank you!