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Candidate Ratings & Scoring in Hire

Summary

This article explains how candidates are evaluated in Plumm’s Hire (ATS) using structured ratings and scores across each stage of the recruitment process. It covers how AI is used, how scores are calculated, and how fairness is ensured.

In this article

  • Before you begin
  • Understand rating categories
  • Learn how AI supports fair scoring
  • See how scores are calculated and used
  • Frequently Asked Questions (FAQ)

Before you begin

These features are available to users with access to the “Hire” module in Plumm. Admins and recruiters can view and manage candidate scores.

Understand rating categories

Candidate scoring happens across four key stages:

  1. Compatibility
    • AI reviews the candidate’s CV and compares it to job criteria (experience, skills, qualifications).
    • Each area is rated 1–5 and averaged into a compatibility percentage score.
  2. Screening
    • Shortlisted candidates answer screening questions.
    • AI rates responses on relevance, depth, enthusiasm, and clarity.
  3. Interviews
    • Interviewers rate candidates on areas like communication, problem-solving, motivation, and teamwork.
    • If there are multiple interviews, scores are averaged.
  4. Interviewer Feedback Ratings
    • Interviewers are rated on their preparation, communication, question quality, and feedback delivery.
    • This ensures a high-quality and fair interview experience.

Learn how AI supports fair scoring

 
  1. Benefits of AI
    • Speeds up screening
    • Ensures consistent scoring
  2. Bias mitigation
    • AI is audited regularly for fairness
    • Diverse datasets are used for training
    • Human review is built into final decisions
  3. Ethical safeguards
    • Transparent scoring logic
    • Human and AI inputs are balanced
    • Interviewer performance is monitored

See how scores are calculated and used

Candidate scores evolve as they progress:

  • Compatibility only:
    (Sum of 4 ratings ÷ 20) × 100
    e.g. 4, 4, 5, 3 = 80%
  • Compatibility + Screening:
    (40% Compatibility) + (60% Screening)
  • Interview 1 + Screening + Compatibility:
    50% Interview + 30% Screening + 20% Compatibility
  • Interview 2 added:
    Average of both interviews is 50% of final score
  • Screening skipped:
    Compatibility becomes 35%, Interviews 65%

These scores guide hiring decisions but are always paired with human judgment, references, and qualitative notes.

Frequently Asked Questions (FAQ)

1.Do AI scores replace human input?

No. AI helps structure and scale the process, but final hiring decisions involve human judgment.
 

2 . What if a candidate skips screening?

The weighting adjusts. Screening is removed from the score, and interview and compatibility scores are reweighted.
 
 

3.Can I see how each score was calculated?

Yes. Each candidate’s scorecard shows breakdowns per stage and the overall score formula used.

4.How do we know AI isn’t biased?

We conduct regular audits, use diverse datasets, and require human oversight on all hiring decisions.

5.Why rate interviewers?

To ensure interviews are fair, consistent, and high quality—every candidate deserves a positive experience.