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Companies
A first round that's the same for everyone on the job, with a report per person.
Recruiters
A screening step before you put someone forward.
The applicant
A call at a time they choose, told plainly that it's a screening call.
You pick applicants from the list, and each person picks a time. The first question is the same for everyone on the job. The next one depends on the answer. Where there's a TIGER Core, its Worth asking questions guide what the call probes.
The report sets out what was asked and answered, where it agreed with the CV and the readings, and where it didn't. It ends with three questions for the human interview. It lands on the applicant's record, and the stage moves only when a person moves it.
A preview of the design. The applicant, the job and the answers are invented.
You said you ran the Nashik territory alone for eight months. Tell me about a month when a big order slipped.
In March a distributor held payment for six weeks. I kept the order but had to move my other deliveries around it.
Who did you tell first about the hold, and when?
My regional head, the same week. I did not want it to come out at the quarter review.
What would you do differently if it happened again?
What the analysis report carries
It never gives a score, a pass mark or a reject. Nothing said on the call changes a TIGER reading. It never reads a person's TIGER Light. A model does the talking and the writing up. The decision is yours. TIGER informs. Humans decide.
It isn't built yet. No screen runs a screening call today.