The science behind
By creating one interview framework out of several approaches, Tengai got a better way to assess candidates’ future work performance and a higher predictive validity. The AI is focused on collecting information about personality and competencies. So recruiters can spend more time finding information about the candidates' experiences and drive.
Below we explain how the final scoring, the Performance Index, is based on scores generated by both the Personality Indicator and Behavioral Indicator.
Automatic personality score
A predictive scoring that is delivered automatically by Tengai and reflects the candidates personality and level of:
- Social confidence
- Goal orientation
- Activity level
- Task confidence
Manual behavioral score
A descriptive scoring based on questions about past behavior. In this part of the assessment, recruiters can manually score soft skills and listen to interview audio where the candidate answers questions about:
- Problem solving
- Stress tolerence
The final score is a combination of the two indicators and reflects the candidates' general work performance based on a 1 to 5 scale.
A shortlist with the highest scoring candidates is always available for the recruiter to see. Each assessment is also sent directly to the candidates, to ensure that they agree with the way Tengai has interpreted their personality.
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When AI is used in the right way, it can complement our everyday work. But it can never substitute humans. Tengai exhibits both complex and autonomous behaviors. To ensure accurate candidate recommendations, psychometric experts tested our framework and validated that Tengai independently can screen and recommend job-seekers, without any human interference.
"The validation study implies that Tengai accurately can assess personality traits correlated with work performance and be used to achieve a more unbiased recruitment process!"
Dr. Anders Sjöberg, Psychometrics Sweden AB
How is the Tengai interview?
of candidates think Tengai reduces the risk of discrimination
of candidates think Tengai enhances the hiring process
of candidates would like to be interviewed by Tengai again
The assessment scale
We refer to the model Big Five as it continues to be one of the most accepted personality theories. Unlike other trait theories, that sort individuals into binary categories, the Big Five model asserts that each personality trait represents a continuum. Therefore, Tengai always assesses candidates on a spectrum which contributes to a more complex final score.
Frequently Asked Questions
We developed Tengai to be objective with the help of a diverse team of recruiters and coders with over 20 years of experience in unbiased recruitment. Tengai conducts "blind" interviews and never takes appearance or background into account. The framework is tested by psychometric experts and proven to be accurate and unbiased.
No, you do not need to take any course or have advanced training before using Tengai Recruit. Our software is developed to be intuitive and suit all users, regardless of previous software experience.
As soon as you are ready! When Tengai is integrated in the process, you can start screening candidates after the first interview. Tengai makes sure to schedule the pre-screening interview with your applicants and delivers an exciting and fair candidate experience.
Yes! Tengai has support for understanding different accents and dialects so all candidates can have the same, fair experience.
There is nothing special you need to do or prepare for before your Tengai interview. All you need is a solid internet connection and a smartphone or computer! :)
English (with an American accent) and Swedish.
Tengai's interview takes around 20 minutes to complete and consists of 10 behavioral statements and 10 questions about personality.
Once the screening interview is completed, you will receive instant personal feedback. So you know how the interpretation of your personality was made, before the result is sent to the human recruiter.
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