HR – Fast and Unbiased Automated Hiring Choices


HR – Fast and Unbiased Automated Hiring Choices

Experienced HR-specialists of recruiting companies, as well as of large and medium-sized businesses operating in different markets are constantly accumulating rich candidate databases for all the most important and demanded positions. They carefully maintain and regularly update these databases containing a big documentation package for each of the candidates ever screened. Among other materials, the archive can contain self-descriptions, answers to various questionnaires or even audio or video records of interviews. Nowadays, interview recording for data storage reasons and further use in evaluation and other purposes becomes more and more popular.

Screening and re-assessment of valuable candidates from the vast database can represent a real challenge. Especially in the context of hiring specialists for critical positions (e.g. a Lead Marketing Analyst for the Marketing and Sales team of a newly-launched project). The relevant choice is to be made quickly and at a high reliability level. It also should be unbiased.

Manual database analysis is time- and resource-consuming. Fortunately, Sentino is able to propose a high-tech solution helping to save time and money.


The effective solution is the Interview Semantic Analysis API from Sentino. It allows the selection of 2 to 5 top specialists from 100 to 200+ potential candidates. The whole process includes several easy steps.

1. Text Scoring

A. An HR specialist selects audio and/or video records of interest from the corporate database and submits them via Sentino Interview Dashboard. We have purposefully developed this easy-to-use interface for convenient file submission. You can perform the entire uploading process just in several clicks.

B. We use AI speech recognition software to transcribe the submitted files into the text form.

C. Interview Semantic Analysis API by Sentino uses the resulting transcription for text mining. It is powered by innovative AI/ML/NLP technologies and precisely extracts all the available psychological content from individual sentences and chunks. Sentino collects and groups psychological facts into traits and projects them onto 20+ personality inventories. Currently, up to 250 traits are available and this list can be further extended by the request. Raw data always substantiates each individual conclusion. Moreover, we determine a statistical confidence level for each result.

Interview transcript
Abstract from the interview transcript
Interview scoring
Fragment of interview scoring

2. Personality Profiling

All the above mentioned results together contribute to generation of a comprehensive multi-faceted personality portrait based on widely known inventories (Big 5, NEO-PI, DISC, RIASEC, ORVIS, etc.). It looks like a personality profile that is open for regular updates and enrichment with new data. Following the completion of the interview processing, the user receives a correspondent e-mail notification from Sentino Interview Dashboard. The notification is generated automatically. After that, the profile is available for downloading as a report in two file formats (.csv and .json). The downloading process is easy and intuitive. You can perform it quickly, just in several clicks. The final personality profile includes scores and diagrams, as well as text descriptions and recommendations. HR professionals can easily compare this psychological portrait of the candidate with profiles of other real candidates for the vacant position under consideration or a profile of the “ideal” candidate for it.

3. Hiring Decision

Based on the report received, the HR Department can conduct the second round of interviews with a strictly limited number of top candidates (usually 2 to 5) and make a final hiring decision. Usually, the subsequent probation period lasting one to three months proves such a decision to be a success.

Please note that an ethical approach to AI employment requires adhering to fundamental values like individual rights, privacy, non-discrimination, and non-manipulation. That is why AI should not be used as a single decision-making source. Best practices stipulate its application in conjunction with other sources of information and human judgment. Ethical use of AI opens up numerous and significant advantages.


Interview Semantic Analysis API from Sentino - Benefits for HRs
  • Time and cost saving
  • Effective processing of a wealth of information
  • Validated and globally recognized HR assessment tools
  • Fair and unbiased candidate selection
  • Careful consideration of specific personality traits
  • Perfect company culture fit
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