Interview scoring: the company sets the target, the system calculates the score.
Campaign targets, live fit check, score table, reserve candidate.
The screens in this film were recorded from the Turkish interface of Pulsar HRM.
Interview Score: interview evaluation and score table
In an interview campaign, the pay, experience and shift targets are defined once. During the interview, each answer is entered next to its target and checked instantly. The Score Table (Skor Tablosu) ranks candidates out of 100 and keeps the name of the interviewer who entered each answer. Smart Suggestions (Akıllı Öneriler) proposes a candidate held in reserve in an earlier campaign for the same department.
Interview evaluation criteria and company targets are set in the campaign
In Interview Campaigns (Mülakat Kampanyaları), the campaign name, department and job title are entered. Targets such as pay expectation, total experience and shift availability are defined once, and the questions to ask are checked in the question pool.
Experience, shift and language requirements compared with the target
Pay expectation, total and industry experience, shift fit, travel restrictions, military service, foreign languages, education, driver's license, references and start date are entered next to the target. The form instantly states whether the expectation is met.
Interview scoring scale: 1–5 scored questions and decision
Communication skills, motivation and overall assessment are scored from 1 to 5; the scale runs Very Weak, Weak, Average, Good and Very Good. Answers are saved as a draft or with a Positive, Negative, Reserve or On Hold decision. A free interview can also be held for a single candidate without opening a campaign.
Interview scorecard: ranking candidates out of 100
The Score Table (Skor Tablosu) in Campaign Details (Kampanya Detayı) ranks candidates by a score out of 100 calculated from scored questions and information questions that meet the target. The name of the interviewer who entered each answer appears next to it.
Talent pool: reserve candidate suggestions and campaign closing
Smart Suggestions (Akıllı Öneriler) shows candidates kept in reserve in the same department's past campaigns with their previous scores. A campaign is closed for reasons such as candidate found in the pool, position closed or budget frozen, and can be reopened if needed.
How it works
- In Interview Campaigns (Mülakat Kampanyaları), you right-click to open a new campaign and select the department and job title.
- You mark information questions such as salary, total experience and shift compatibility, and enter the company's target once.
- On the candidate's row, you select the campaign with "Add to Interview" ("Mülakata Ekle"); the form shows only that campaign's questions.
- You enter each answer next to the target, and the system immediately shows whether it meets the target; you save the scores and the outcome.
- In Campaign Details (Kampanya Detayı), the Score Table (Skor Tablosu) ranks candidates by score; Smart Suggestions (Akıllı Öneriler) brings up reserve candidates from earlier campaigns.
Frequently asked questions
How is the interview score calculated?
Scored questions are rated from 1 to 5; each information question that meets the company target receives full points. The total is divided by the maximum possible score and multiplied by 100.
Can answers entered by different interviewers be told apart?
Yes. In the Score Table (Skor Tablosu), the name of the interviewer who recorded each answer is stored next to it; candidates are ranked by system score.
Can candidates held in reserve in earlier campaigns be reconsidered?
Smart Suggestions (Akıllı Öneriler) suggests candidates who received a reserve decision in another campaign for the same target department, with their previous scores, ranked by score.
How to fill out an interview evaluation form?
In Applications (Başvurular), Add to Interview (Mülakata Ekle) is selected from the candidate's row; once an open campaign is selected, each question appears next to the company target, and the interviewer enters the answers and 1–5 scores and saves the decision.
How to score an interview?
Scored questions are rated 1–5, and each information question that meets the target receives full points; the total is converted into a score out of 100.
How to evaluate salary expectations in an interview?
The target maximum pay is entered in the campaign; when the candidate's pay expectation is entered, the form instantly shows whether the expectation meets the target.
How are the evaluations of multiple interviewers combined?
The answers are combined in the same candidate record; in the score table, the name of the interviewer who entered each answer appears next to it.
Can a single candidate be evaluated without opening a campaign?
Yes. A free-form interview evaluates a single candidate with the entire question pool.
How to find reserve candidates in the talent pool again?
In a new campaign, Smart Suggestions (Akıllı Öneriler) lists candidates who were kept in reserve in the same department's past campaigns, with their previous scores.
How to evaluate the experience requirement in an interview?
The expected total experience is entered in years in the campaign. When the candidate's answer is typed next to the target during the interview, the form instantly shows whether the requirement is met; an information question that meets the target counts toward the score with full points.
How to record a candidate's references during the interview?
References are one of the information questions in the question pool; if selected in the campaign, the interviewer enters the references the candidate gives in the answer field on the form, and the information stays in the candidate's evaluation.
