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va_[1-5]_firstname_lastname.mp3 and biz_[6-8]_firstname_lastname.mp3Each candidate is evaluated across 8 questions — 5 phoneme clarity tests (Part A) and 3 business scenario tests (Part B). Each question is scored 0, 0.5, or 1. Maximum score: 8.
| Score | What it means | When to use |
|---|---|---|
| 1 — Clear | Phonemes produced cleanly; fluency maintained throughout | No hesitation, substitution, or comprehension risk |
| 0.5 — Adequate | Minor MTI present but communication is still intelligible | One or two phoneme slips; overall message is clear |
| 0 — Poor | Significant MTI; listener would need to ask for repetition | Consistent substitutions, unnatural rhythm, or breakdown in fluency |
Score Thresholds & Verdicts
Use these thresholds consistently across all assessors to ensure fair, comparable evaluations across your batch.
| Total Score (out of 8) | Recommendation | Next Step |
|---|---|---|
| 6 – 8 | ✓ Fit — Hire | Move to interview / HR round |
| 4 – 5.5 | ~ Trainable — May Hire | Voice & accent coaching before floor |
| 0 – 3.5 | ✕ Unfit — Do Not Progress | Not suitable for voice-process role |
Assessor calibration tip: Before scoring a full batch, have two assessors independently score the same candidate. Compare results and align on borderline cases (especially 0.5 decisions) to ensure consistency across the panel.
Share these with candidates. Ask them to record each response as a separate audio file and submit via your preferred channel. Score on clarity, pronunciation, intonation, and fluency — 0, 0.5, or 1 per question.
Instructions for candidates: You will be evaluated on voice and accent through a series of recorded responses. Record each item in a separate audio file. Name each file as suggested. Submit via the channel provided by your recruiter.
Tongue-twister sentences isolate specific consonant cluster and vowel articulation patterns. Score each on how cleanly the candidate produces each phoneme under speed.
These questions test fluency under real work conditions — not phonemes in isolation. Score on whether the candidate communicates clearly, maintains professional tone, and structures their response logically.
va_[1-5]_firstname_lastname.mp3biz_[6-8]_firstname_lastname.mp3One-click copy. Paste into email, WhatsApp, or a form. Replace [brackets] before sending.
Score each candidate across all 8 questions. Use 0 (poor), 0.5 (adequate), or 1 (clear). Total out of 8. The verdict and MTI type guide both hiring decisions and post-hire coaching priorities.
| Activity | What it involves | Per Candidate | 10 Candidates | 50 Candidates |
|---|---|---|---|---|
| Share & collect audio | Draft email, send, chase non-responders, receive 8 files per candidate, rename and organise | 20 min | 3.3 hrs | 16.7 hrs |
| Listen to recordings | 8 files × avg 2–3 min each; re-listen for borderline scores; note MTI patterns | 25 min | 4.2 hrs | 20.8 hrs |
| Score and document | Enter scores per question, compute totals, assign verdict, log in tracker | 15 min | 2.5 hrs | 12.5 hrs |
| Send candidate feedback | Personalise outcome email per candidate, send, field reply queries | 10 min | 1.7 hrs | 8.3 hrs |
| Total recruiter time | Across all activities, per batch | 70 min | 11.7 hrs | 58.3 hrs |
The hidden cost: None of this includes the 2–3 day lag between sending questions and receiving all submissions. Top candidates — who respond fastest — wait alongside slow ones. Good-fit hires walk during the window.
From invite to ranked shortlist — fully automated. Zero audio files in your inbox.
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Score drift at scale: With 50 candidates and multiple assessors, a single candidate can score 5.5 with one rater and 4.0 with another — crossing a verdict threshold with no change in actual ability. AI scoring eliminates this variance entirely.
See what 500 candidates in one day looks like.
PMaps automates every step in this kit. Candidates complete the assessment online. Scores arrive benchmarked, CEFR-mapped, and ready to act on — before your recruiter finishes their first coffee.
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