Learn proven strategies to get the most out of audio responses. Based on analysis of thousands of successful hires through Zepyoc.
Ask 'How would you...' instead of 'Have you ever...' to encourage storytelling
Example:
"How would you approach solving a problem you've never encountered before?"
Present hypothetical situations rather than asking about past experience
Example:
"Imagine you're leading a team through a major deadline. Walk me through your approach."
Respect candidates' time while getting meaningful insights
Example:
"Quality over quantity - each question should reveal different aspects of the candidate"
Tell candidates exactly what you're looking for and how long responses should be
Example:
"Please respond in 1-2 minutes, focusing on your thought process and approach"
Let candidates know this isn't about perfect audio quality
Example:
"We care about your ideas, not studio-quality sound. Your phone's microphone is perfect!"
Allow candidates to think and re-record if needed
Example:
"Take your time to think through your response. You can re-record as many times as you'd like"
Focus on how they think through challenges, not just the final answer
Example:
"Do they break down complex problems? Ask clarifying questions? Consider multiple solutions?"
Can they explain complex ideas in simple terms?
Example:
"Are they organized in their thinking? Do they use examples to illustrate points?"
Listen for enthusiasm, values alignment, and personality
Example:
"Do they sound excited about the role? Do their values come through in their responses?"
✅ Better approach:
Use open-ended questions that require explanation and storytelling
Why it matters:
Yes/no questions don't reveal thinking process or communication skills
✅ Better approach:
Balance technical questions with culture and soft skill assessments
Why it matters:
Audio is perfect for evaluating communication, problem-solving, and cultural fit
✅ Better approach:
Focus on content and communication, not recording quality
Why it matters:
Judging audio quality can introduce bias against candidates with different equipment
✅ Better approach:
Send personalized responses, even for rejections
Why it matters:
Audio responses are personal - candidates deserve thoughtful feedback
Audio screening eliminates multiple interview rounds
Candidates prefer authentic expression over cover letters
Focus on voice and ideas reduces resume bias
Better cultural fit assessment leads to longer tenure