Intelligent Questionnaire: from role requirements to reviewable answers

What it is for

An Intelligent Questionnaire collects the eligibility and role-specific answers a hiring team needs early in the process. It can support a recruitment agency screening a large field team or an internal team checking requirements for a specialist role. The questions should reflect the actual work and requirements.

A job description or brief can provide the starting point. Decision Agent suggests questions, and the recruiter can refine them with the operator. The recruiter defines what the questions need to establish and which conditions matter to the next decision.

What candidates experience

Intelligent CV parsing identifies information the candidate has already supplied, so the questionnaire can ask only for the answers still needed. This is the adaptive part of the experience: candidates do not need to repeat every piece of information from their CV.

Candidates receive an invitation by email and can complete the questionnaire on mobile within the campaign’s deadline. Personalised reminders can reflect the questions remaining and the estimated time needed. The flow depends on the questions and requirements configured for that campaign.

How question-level automation is validated

Recruiters label answers and define an acceptable validation target in advance. Decision Agent’s team selects and tunes a machine-learning approach suited to each question, using those labelled answers to evaluate performance against the agreed target. Different questions may need different assessment methods.

Today, the team offers to enable automation once that target is met. This is a managed process with the recruiter, rather than a claim that every questionnaire question automatically becomes automated. A validation result for one question does not establish the quality of an entire hiring decision.

What recruiters receive

Recruiters receive the candidate’s answers. Where question-level automation is enabled, its result is also available in the configured process. The questionnaire does not need to produce an overall candidate suitability score to be useful.

Configured knockout criteria can automate a step in screening. The recruiter remains responsible for defining the requirements, agreeing the automation target and deciding how to handle exceptions. Where the live Pinpoint integration is used, configured outcomes can be sent back to the ATS.

Worked example: a role requirement

Illustrative example: a field role requires regular attendance at a particular workplace. If the candidate’s CV already answers a configured question, CV parsing can avoid asking it again. The questionnaire asks for any remaining information about the working arrangement.

Initially, recruiters review and label the relevant answers. The team can then tune an assessment method for that question against the recruiter’s agreed validation target. Once the target is met, the team can offer to automate that question’s assessment. This example illustrates the process; it is not a measured customer result.

Limitations and human review

CV information and questionnaire answers are supplied by the candidate. Parsing and question-level assessment can make mistakes, and neither is independent verification of a qualification or employment history. Clear wording and appropriate requirements still matter.

Candidates can email for help with technical issues. Any assessment exception is decided by the recruiter. Support does not change a scenario’s content to make it easier for an individual candidate.

See the current module credit costs and plans, or explore how to design an assessment around useful evidence.