If you want to qualify candidates automatically based on certain criteria or test their knowledge in a certain field you can set up an auto graded Talent Trial made up of multiple choice questions.

Go to the Talent Trial library and click on the "+" sign next to the search bar.

You can also simply "Add a stage" and choose "or create a new Talent Trial"

A new window will open where you will need to add a title, quick summary and message to the candidates. 

Click Add and then you will be able to add your questions. Type in your question then choose Multiple choice answer (auto-graded) as the question type. 

Add the answer choices and add points for each question. Place the highest score on the best answer. 

You can choose to randomize the questions the candidates receive by order or limit the number of questions out of a pool of questions in your Talent Trial. You can set your preference in the Settings section of your Talent Trial.

At the bottom of the section you will see the Talent Trial settings.

Once you have added all the questions and save your settings click on Save and exit in the top right to close the window.

You will see your Talent Trial added to your private collection.

Click on the Talent Trial and choose "Add" and select the job and stage to add it to.


Auto Progress / Auto Reject

To auto progress the top performers of your auto graded Talent Trial make sure to add a Talent Trial or company stage next to the stage with the auto graded Talent Trial.

Click on the 3 dot menu of the Talent Trial and select "Auto progress candidates who score above__" and insert your desired score threshold. 

If you choose *75%" as the threshold for example, then the candidates who score 75% or more will be automatically progressed to the next stage of your interview. 

To auto reject candidates, select the option and enter a value. The system will automatically reject any candidates that score below the value you set.
Please note that once candidates are rejected from this job, this action cannot be undone.

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