BrewVoice Call Verdicts

BrewVoice call verdicts are classifications assigned to candidate screening calls to summarize their outcome. They help recruiters understand whether a call was completed, whether the candidate requested further contact, or how closely the candidate's responses align with the job requirements.

In BrewVoice, SkillBrew.AI's AI voice screening solution, Rhea conducts phone conversations with candidates to gather information about their experience, skills, expectations, and availability. Based on the screening interaction, a call receives one of seven verdicts.

The seven verdicts are Voice Mail, Call Back Requested, Misconduct, Incomplete, Potential Fit, Strong Fit, and Weak Fit.

These verdicts help distinguish between call-related outcomes and candidate screening outcomes, making it easier for recruiters to review conversations and identify the appropriate next steps.

Recruiters may manage multiple screening conversations for different positions. Reviewing every call individually to understand its outcome can make candidate management more time-consuming.

Call verdicts provide a structured way to classify screening interactions and organize candidate information.

• Call status identification: Identifying whether a screening conversation was completed or could not be conducted.
• Follow-up management: Recognizing candidates who have requested another call.
• Screening outcome: Understanding whether a candidate's responses indicate strong, potential, or weak alignment with the role.
• Conversation review: Identifying calls that may require additional attention, including instances of misconduct or incomplete screening.
• Recruitment organization: Helping recruiters prioritize candidate conversations and determine appropriate follow-up actions.

Call verdicts provide an overview of screening outcomes and support the broader candidate evaluation process.

BrewVoice uses seven call verdicts to classify different screening outcomes.

1. Voice Mail

The Voice Mail verdict indicates that the screening call reached the candidate's voicemail instead of connecting with the candidate directly. Rhea could not conduct the screening conversation during that call, so the candidate's qualifications and suitability cannot be evaluated through an unanswered call. Recruiters can identify these cases and consider further outreach based on their recruitment process.

2. Call Back Requested

The Call Back Requested verdict indicates that the candidate has asked to be contacted again at another time. A candidate may request a callback because they are unavailable, occupied with another commitment, or unable to continue the conversation at that moment. This verdict helps recruiters identify candidates who have expressed an interest in continuing the screening conversation but need another opportunity to do so.

3. Misconduct

The Misconduct verdict identifies a screening interaction in which the candidate displays inappropriate, abusive, offensive, or disruptive behaviour during the call. This classification helps recruiters identify conversations that may require manual review or further attention. It distinguishes inappropriate call behaviour from ordinary screening outcomes and situations where a candidate simply cannot complete the conversation.

4. Incomplete

The Incomplete verdict indicates that the screening conversation could not be completed or did not gather sufficient information to establish a screening outcome. This may happen when a call is disconnected, interrupted, or ends before the required screening questions have been addressed. Unlike Voice Mail, where the candidate does not connect to the screening conversation, an incomplete call may involve an interaction that begins but does not reach completion. Recruiters may need to review the conversation and determine whether another screening attempt is necessary.

5. Potential Fit

The Potential Fit verdict indicates that the candidate's responses show some alignment with the job requirements, but additional information or evaluation may be needed to establish suitability. The candidate may meet certain experience or skill requirements while having other areas that need clarification. This verdict helps recruiters identify candidates who may be worth considering for further evaluation rather than making an immediate decision based solely on the initial screening.

6. Strong Fit

The Strong Fit verdict indicates that the candidate's responses demonstrate a high level of alignment with the defined job requirements. This may include relevant professional experience, required skills, role expectations, and practical employment criteria such as availability and compensation expectations. A Strong Fit verdict helps recruiters identify candidates whose screening responses indicate a good match for the position and who may be suitable for the next stage of recruitment.

7. Weak Fit

The Weak Fit verdict indicates that the candidate's responses demonstrate limited alignment with the defined job requirements. This may occur when the candidate lacks relevant experience, does not meet certain required criteria, or has expectations that differ significantly from the position's requirements. The verdict helps recruiters identify potential gaps between the candidate's profile and the role, allowing them to decide whether further evaluation is appropriate.

Step 1: Initiate the Screening Call

Rhea, BrewVoice's AI voice screening assistant, contacts candidates over the phone to conduct initial screening conversations based on the job requirements.

Step 2: Conduct the Conversation

During the call, Rhea asks relevant questions to gather information about the candidate's professional background, skills, experience, expectations, and availability.

Step 3: Evaluate the Call Outcome

The screening interaction is evaluated to identify its outcome. This includes whether the candidate answered the call, requested a callback, completed the conversation, or demonstrated alignment with the job requirements.

Step 4: Assign a Call Verdict

The call receives one of the seven verdicts:

• Voice Mail
• Call Back Requested
• Misconduct
• Incomplete
• Potential Fit
• Strong Fit
• Weak Fit

Step 5: Review the Screening Results

Recruiters can review the assigned verdict alongside the candidate's screening information to understand the interaction and determine the appropriate next steps. The verdict provides a summary of the call outcome and supports candidate review within the recruitment workflow.

Call verdicts and candidate evaluation are related but serve different purposes.

Call verdicts classify the outcome of a BrewVoice screening interaction. They indicate whether a call reached voicemail, requires a callback, was incomplete, involved misconduct, or resulted in a particular level of alignment with the job requirements.

Candidate evaluation involves a broader review of an individual's qualifications, experience, technical skills, assessment results, and suitability for a position.

For example, a Strong Fit verdict indicates that a candidate's screening responses align well with the defined job requirements. However, the candidate may still need to complete a technical assessment or interview before a hiring decision is made.

Similarly, a Weak Fit verdict highlights limited alignment during initial screening but should be considered alongside other relevant candidate information.

Call verdicts therefore support the recruitment process without independently determining the final hiring outcome.