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Last updated: November 1, 2024

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Interpreting the Analysis

Understanding the Report Structure

  • Initial Assessment: Provides quick overview of candidate's performance
  • Quote Analysis: Direct evidence supporting observations
  • Impact Statements: Practical implications for the role
  • Counterarguments: Alternative perspectives for balanced evaluation

Key Elements to Focus On

  • Technical Competency
    • Look for alignment between claimed and demonstrated skills
    • Consider the context of technical responses
    • Note patterns in problem-solving approach
  • Communication Assessment
    • Evaluate clarity and structure of responses
    • Consider communication style in technical discussions
    • Note ability to explain complex concepts
  • Experience Validation
    • Compare described experience with role requirements
    • Look for specific examples and outcomes
    • Consider depth vs. breadth of experience
Important: The AI analysis should be one component of your hiring decision, not the sole determining factor.

Best Practices for Hiring Decisions

DO:

  • Compare AI analysis with your own interview notes
  • Use the analysis to identify areas for follow-up questions
  • Consider technical competency findings in context of your team's needs
  • Review supporting evidence for key observations
  • Use counterarguments to challenge potential biases

DON'T:

  • Rely solely on the AI analysis for hiring decisions
  • Ignore context or circumstances of the interview
  • Dismiss candidates based on single technical gaps
  • Skip reviewing the supporting evidence

Recommended Decision Process:

  1. Review your interview notes first
  2. Read the AI analysis completely
  3. Compare findings and identify patterns
  4. Note areas of agreement and disagreement
  5. Consider team fit and growth potential
  6. Discuss with other interviewers
  7. Make a holistic assessment
Remember: The AI analysis is designed to provide additional insights and reduce bias, not to make hiring decisions autonomously. Always combine with human judgment and organizational context.

Detailed Interpretation Guide

Technical Competency Assessment

When reviewing technical quotes and analysis:

  • Look for:
    • Consistency between claimed and demonstrated knowledge
    • Problem-solving approach, not just correct answers
    • Ability to explain technical concepts clearly
    • Honesty about knowledge limitations
  • Red flags:
    • Inconsistent technical terminology
    • Inability to explain basic concepts
    • Overconfident claims without supporting evidence

Communication Analysis

  • Positive indicators:
    • Structured responses with clear examples
    • Appropriate use of technical terminology
    • Ability to adjust explanation level
  • Areas of concern:
    • Circular or confused explanations
    • Inability to provide concrete examples
    • Excessive use of vague terminology

Common Pitfalls to Avoid

Major Pitfalls:

  • Overemphasizing technical gaps without considering learning potential
  • Ignoring communication skills in technical roles
  • Dismissing candidates based on interview nervousness
  • Not considering team fit and culture

How to Avoid Common Mistakes:

  • Always read the entire analysis before forming conclusions
  • Consider counterarguments provided in the analysis
  • Look for patterns across multiple response areas
  • Balance technical skills with soft skills
  • Consider your team's capacity for mentoring

Comparing Multiple Candidates

Analysis Area What to Compare How to Compare
Technical Skills Depth vs. breadth of knowledge Look for alignment with role requirements
Communication Clarity and structure Consider team and stakeholder interaction needs
Experience Relevance and depth Match with project and team needs
Growth Potential Learning attitude and capacity Consider team's mentoring capability
Final Reminder: These guidelines should be used in conjunction with your organization's hiring practices and requirements. The AI analysis is a tool to support, not replace, human decision-making in the hiring process.