Before you begin

Make sure you have:

☑️ Access to Sense ATS

☑️ Permission to configure AMI-assisted screening or review applicant results

☑️ A vacancy with AMI-assisted screening configured, or one you’re ready to set up

👉 If you’re new to the feature, see ATS: Set up AMI-assisted application screening using the Interview feature for step-by-step instructions.

AMI-assisted screening helps you assess applicants against the skills and experience needed for a vacancy.

The Quizzy agent guides you through creating screening questions, but you don’t have to accept its first suggestions. You can ask AMI to focus on particular skills, refine questions, adjust acceptance criteria and use examples or supporting documents to guide the process.

Once applicants complete screening, AMI assesses their responses and provides scores to help your hiring team review and compare candidates.

This guide explains how to get more from both parts of the process.

When you set up screening, Quizzy asks how many questions you want to create.

There’s no fixed number you need to use. A short screening might be enough to check essential requirements, while a more specialised role may benefit from additional questions.

Consider what you need to learn about applicants and how much time you’re asking them to spend completing the screening.

If you’ve requested only a few questions, AMI focuses on the highest-rated assessment categories. AMI also automatically includes a termination question to check an essential requirement, such as whether the applicant has the legal right to work in the UK or can attend the required workplace.

You can ask it to include other categories or increase the number of questions to cover more areas.

For example, you could ask:

I’d like to assess Experience, Problem solving and Team skills. Can you make sure the questions cover all three?

Or:

Let’s increase the screening to five questions so we can cover more of the important categories.

Quizzy asks you to rate the importance of 10 assessment categories from 1 to 10, with higher numbers indicating greater importance.

These ratings help AMI prioritise the areas to assess.

For example, when recruiting a DevOps Engineer, you might give Experience and Problem solving higher ratings than Customer Service Skills.

You don’t need to rate every category highly. Focus on the skills and competencies that are most relevant to the vacancy.

The ratings you give each category determine its percentage weighting in the overall assessment.

For example, if the combined ratings total 66 and Experience has a rating of 10, its weighting is approximately 15%.

These weightings reflect the relative importance you’ve assigned to each category. They are different from the category scores applicants receive after completing screening.

You can review the ratings and calculated weightings by opening the vacancy’s Interview tab and clicking Preview.

AMI uses the vacancy details and your assessment priorities to suggest screening questions.

Treat these as a starting point. You can ask AMI to:

For example, AMI might suggest:

What experience do you have working with cloud infrastructure?

You could respond:

Can you make this more specific? I’d like applicants to explain which cloud platforms they’ve worked with, how many years of experience they have and which infrastructure tools they’ve used.

AMI can then revise the question to give applicants a clearer idea of what you’re looking for.

You can continue refining questions until you’re happy with them.

A good screening question should make it clear what information the applicant needs to provide.

For example:

Less specific

Have you worked in a DevOps team?

More useful

Have you worked as part of a cross-functional DevOps/SRE team? Please include your typical team size, your primary responsibilities and whether you participated in an on-call rotation.

The second question gives applicants a better opportunity to demonstrate their experience and provides AMI with more relevant information to assess.

Applicants applying through Indeed complete screening questions as part of the Indeed Apply form, rather than through an interactive AMI conversation.

They see the questions as written, without the opportunity to ask AMI for clarification.

When publishing to Indeed, make sure each question includes any important instructions about what applicants should cover. This helps provide a consistent screening experience across both application routes.

👉 See ATS: Publish vacancies to Indeed for more information about AMI-assisted screening through Indeed Apply.

AMI suggests acceptance criteria and an accepted answer for each screening question, but you can ask Quizzy to make them more specific to the vacancy.

For example, consider this question:

Which monitoring or logging tools have you used?

AMI might initially suggest broad criteria that look for experience with monitoring tools.

You could ask:

Can you make the acceptance criteria more specific? I’d like applicants to name at least one monitoring or logging tool and briefly explain how they’ve used it.

You could also refine the accepted answer:

The accepted answer should reflect practical experience using monitoring or logging tools, rather than simply recognising their names.

These changes help distinguish between applicants who can name a tool and those who can demonstrate relevant experience using it.

One question can help you explore several aspects of an applicant’s experience.

For example:

Can you describe a time when you had to learn a new tool or process and then work with colleagues to put it into practice?

This explores both Learning Agility and Team skills.

However, each saved question can only have one primary assessment category. Choose either Learning Agility or Team skills, depending on which competency you most want to assess.

You could tell AMI:

I’d like this question to cover both Learning Agility and Team skills, but assign it to Learning Agility as the primary category.

Combining competencies can help keep screening concise, but make sure the question remains clear and manageable for applicants.

You can provide AMI with additional information to help shape your screening questions.

For example:

You can paste information directly into the conversation or Add files (+) to provide supporting documents.

For example, you could ask:

I’ve uploaded a screening questionnaire we used for a similar role. Can you use it as a guide to the style and level of detail we want, while tailoring the questions to this vacancy?

Review AMI’s suggestions to make sure they’re appropriate for the vacancy before saving.

You can adjust the reasoning effort used during an AMI conversation.

The Quizzy agent uses Low reasoning by default.

You can change this using the reasoning effort selector beside the message box.

For example, you might use Medium when asking AMI to consider several requirements together or develop more detailed acceptance criteria.

Higher reasoning effort isn’t necessary for every screening setup. Start with the default and increase it if you need AMI to work through a more complex request.

You can add other available AMI agents to the conversation if you need additional assistance while developing screening questions.

Use the Add agent (+) option in the AMI conversation and select the agent you want to use.

Available agents and their capabilities depend on your organisation’s AMI configuration.

Keep Quizzy involved when creating or saving screening questions, as this is the agent responsible for the Interview setup.

Before saving, check that each question, its assessment category and acceptance criteria reflect what you want to assess.

Ask AMI to make any final adjustments, then confirm the question set and wait for confirmation that it has been saved.

Return to the vacancy’s Interview tab and click Preview to review the saved configuration.

After applicants complete screening, AMI assesses their responses and provides results to help you review and compare candidates.

To view an applicant’s assessment:

You can also open an applicant’s profile and select the Interview tab.

The results can include:

Two applicants can have similar overall scores but demonstrate different strengths.

For example, one might score particularly well in Experience, while another performs more strongly in Problem solving.

To understand their suitability:

Use the scores to help identify applications that deserve closer attention, rather than treating them as a final shortlist.

AMI uses AI to assess screening responses against the configured questions and criteria.

As with other AI-generated assessments, scores may vary slightly, even when the same information and answers are provided.

This means scores should be treated as guidance rather than exact measurements of suitability.

The hiring team remains responsible for recruitment decisions. Always consider applicants’ actual responses, experience, qualifications and other relevant information alongside their AMI scores.

You can edit a vacancy’s screening questions after applicants have started applying.

However, changes affect future applications only.

Existing applicants retain the questions they originally answered, along with their answers and scores.

This means earlier and later applicants may have been assessed against different versions of the screening configuration.

Where possible, finalise your screening questions before applications begin. If changes are necessary during recruitment, consider those differences when comparing applicants.