Define
When creating a job in the Hiring System, we first ask you to share information about the requirements and tasks of the role. This information forms the foundation for structuring the specific requirements and later constructing an assessment plan.
Based on the input provided, Alva’s Architect reviews the role description. The model is instructed to perform the following tasks to clarify what requirements should be assessed:
Extract any requirements mentioned in the text
Standardize requirements by combining similar skills into generic variants
If only technical skills are found, recommend up to five relevant soft skills
Categorize the requirements into Background & Experience and Skills & Knowledge
The AI component uses one-shot learning, with prompts enriched by vetted examples of correct behavior. These examples of standardization and recommendations have been created by trained psychologists in collaboration with Alva’s machine learning engineers.
The hiring team is encouraged to review and edit the generated suggestions in the Define step, based on their own analysis and knowledge of the role.
Design
Once the job criteria have been reviewed and accepted, Architect generates a recommended assessment plan, linking each criterion to a suitable assessment method.
Where possible, Architect follows this structure:
Screening for readiness
Personality test
Logic test
Talent acquisition interview (focused on behaviors and non-technical requirements)
Hiring manager interview (focused on technical requirements and familiarity with tools)
Where applicable, Architect may also suggest a case interview or coding test.
Each assessment in the plan will have one or more criteria from the previous step assigned to it. The hiring team can edit these allocations to ensure each method serves its intended purpose.
Interview Generation
As part of recommending an assessment plan, Architect will also generate interview templates based on the allocated skills to each interview.
The questions follow situational and past-behavior formats, consistent with best practices in structured interviewing. The hiring team can regenerate or edit these questions as needed.