Scoring how clearly a candidate communicates

Some roles are mostly conversation

For support, sales, care and many other roles, how someone explains things matters as much as what they know. A Communication Interview agent asks open-ended behavioural questions and gives your team a structured read on how the candidate answered.

Five things it scores

• Clarity: how clearly and understandably they expressed their answers.
• Structure: whether answers were organised and easy to follow.
• Active listening: whether answers engaged with what was asked and built on earlier context.
• Responsiveness: how directly they answered, without deflecting or needing the question repeated.
• Conciseness: whether answers were to the point rather than padded or repetitive.

Each is scored from 1 to 5 with a one-line note, alongside an overall score and a short description of their style, such as “direct and technical”.

Grounded in what they said

The report lists strengths, areas to improve and the notable moments behind them, each quoting the candidate and linked to that point in the transcript. It also suggests follow-ups worth raising in the next round.

Words, not accents

The scoring reads the transcript, so it judges word choice, structure and how directly questions were answered. It does not score accent, pace or tone of voice. If the candidate agreed to recording, your team can also listen to the call itself.

Conclusion

A communication score does not replace an interview, but it tells you which conversations are worth having, based on the same questions for everyone.