This guide helps you set up, manage, and evaluate AI roleplay assessments for your hiring process.
🏢 Getting Started
Q: What is Jam AI Recruiter?
A: Jam AI Recruiter allows you to assess sales candidates through realistic AI-powered roleplay conversations. Candidates complete voice-based sales simulations that evaluate their communication skills, ability to learn from feedback, and sales behaviors relevant to your role. This provides objective, structured data to support your hiring decisions.
Q: How is this different from the Jam Trainer product?
A: AI Recruiter is a streamlined version of our training platform, optimized for hiring assessments:
- Shorter, time-limited scenarios (10-15 minutes)
- Focus on baseline skills and learning ability
- Simplified candidate interface (no gamification)
- 6-month automatic data deletion
- Enhanced privacy controls for compliance
- Designed for one-time assessment rather than ongoing development
Q: How do I get started?
A: Contact your Jam account manager or support@wejam.ai to:
- Set up a recruiting organization
- Choose or customize roleplay scenarios for your role
- Configure evaluation criteria (scorecards)
- Get training on interpreting results
Setup typically takes 1-2 business days.
Q: Can I use my existing Jam training account for recruiting?
A: You can, but we recommend separate organizations for training and recruiting:
- Training org: For employee development with full gamification, ongoing progress tracking
- Recruiting org: For candidate assessment with privacy-focused, time-limited access
This maintains clear data separation and ensures candidates don't see internal training content.
📋 Assessment Design
Q: How do I choose the right scenarios for my role?
A: Work with your Jam implementation specialist to select or customize scenarios based on:
- Sales methodology: (e.g., cold calling, discovery, objection handling, closing)
- Customer type: (e.g., B2B, B2C, enterprise, SMB)
- Product/service: (e.g., SaaS, real estate, tourism, consulting)
- Key skills: (e.g., active listening, rapport building, needs discovery, storytelling)
We have a library of pre-built scenarios, or we can create custom ones using your actual sales situations.
Q: Can I customize scenarios for our company and products?
A: Yes. Our AI copilot can adapt scenarios to include:
- Your company name and value proposition
- Your specific products/services
- Your ideal customer profiles
- Your sales terminology and methodology
- Your objection handling frameworks
Customization takes 1-2 hours with our content team.
Q: What languages are available?
A: Assessments are currently available in English, German, French, and Spanish. Additional languages can be configured - contact your account manager for availability.
Q: How long should assessments be?
A: Most clients use 2-3 scenarios per candidate, with 2 rounds each:
- Short assessment: 1 scenario, 2 rounds (~10 minutes)
- Standard assessment: 2 scenarios, 2 rounds each (~20 minutes)
- Comprehensive assessment: 3 scenarios, 2 rounds each (~30 minutes)
We recommend starting with 2 scenarios to balance assessment depth with candidate time investment.
Q: What exactly is evaluated in the roleplays?
A: Each scenario has a "scorecard" defining specific behaviors to evaluate, such as:
- Building rapport and trust
- Active listening and asking questions
- Identifying customer needs
- Handling objections professionally
- Proposing relevant solutions
- Closing or advancing the conversation
- Communication clarity and professionalism
You'll see scores and evidence (transcript excerpts) for each behavior.
👥 Managing Candidates
Q: How do I invite candidates to assessments?
A: In your Jam organization:
- Navigate to Teams → Members → Invite Users
- Enter candidate's email address
- Assign them to the appropriate team (optional, for organization)
- Select "Member" role (this gives assessment-only access)
- They'll receive an email invitation with login instructions
Q: What information should I include when inviting candidates?
A: We provide a template invitation message you can customize, which should include:
- Overview of what to expect (AI roleplay assessment)
- Time commitment (10-15 minutes)
- Technical requirements (microphone, browser)
- Deadline (if applicable)
- Contact for technical support
- Privacy information and AI usage disclosure
You can use our Candidate Assessment Guide as a reference.
Q: Can candidates see each other's results or know who else is being assessed?
A: No. Candidates in a recruiting organization have restricted "Member" access and cannot see:
- Other candidates' names or results
- Leaderboards or rankings
- Any gamification elements
- Organization-wide statistics
They only see their own assigned scenarios and feedback.
Q: What happens if a candidate doesn't complete the assessment?
A: You can see completion status in your dashboard:
- Not Started: Candidate hasn't logged in
- In Progress: Candidate started but didn't finish all required rounds
- Completed: Candidate finished all required rounds
You can follow up with incomplete candidates or set automatic reminders.
Q: Can I set deadlines for assessments?
A: Yes. When assigning scenarios, you can set due dates. Candidates will see the deadline on their dashboard. We can also send automated reminder emails as the deadline approaches.
Q: Can I remove candidate access after they complete the assessment?
A: Yes. You can disable candidate accounts after assessment completion. Their data remains accessible to you for review, but they can no longer log in.
📊 Evaluating Results
Q: How do I access candidate results?
A: Navigate to Activity → Team Members → [Candidate Name]. You'll see:
- Overall performance scores per scenario
- Round-by-round improvement
- Detailed scorecard results (behavior-by-behavior analysis)
- Full conversation transcripts
- AI-generated feedback
Q: What metrics should I focus on?
A: We recommend evaluating:
- Learning ability: Improvement from Round 1 → Round 2 (most important)
- Baseline competency: Round 1 scores across key behaviors
- Peak performance: Best scores achieved
- Consistency: Performance across different scenarios
- Specific skills: Scores on behaviors most critical for your role
Q: How do I interpret the scores?
A: For each behavior on the scorecard:
- Solved (green): Candidate successfully demonstrated this behavior
- Partially Solved (yellow): Candidate attempted but needs improvement
- Not Solved (red): Candidate didn't demonstrate this behavior
Each assessment includes transcript evidence showing exactly what the candidate said.
Q: What's a "good" score?
A: There's no universal benchmark - it depends on:
- Role seniority (entry-level vs. senior)
- Scenario difficulty
- Your company's standards
Most clients care more about improvement (10-20+ point increase Round 1→2) than absolute scores. A candidate who scores 40→70 often outperforms one who scores 60→62.
Q: How do I compare candidates fairly?
A: Best practices:
- Use the same scenarios for all candidates for the same role
- Focus on learning ability over absolute scores
- Review transcript evidence, not just scores
- Consider Round 1 as "baseline" and Round 2 as "coachable ceiling"
- Use scores as structured input, not the sole decision factor
Q: Can I export results to our ATS (Applicant Tracking System)?
A: Yes. We offer:
- Manual export: Download candidate results as PDF or CSV
- API integration: Connect Jam to your ATS for automatic data sync
- Standard integrations: Pre-built connectors for Greenhouse, Lever, Workable (contact your account manager)
Setup for API integration takes 1-2 weeks.
Q: Can the candidate see their scores?
A: Yes. Candidates see their own scores and feedback after each round. This is intentional - it helps them improve in Round 2 and demonstrates transparency. However, they cannot compare themselves to other candidates.
🔐 Privacy, Compliance & Legal
Q: Is this GDPR compliant?
A: Yes. Jam AI Recruiter is designed for GDPR compliance:
- Clear consent from candidates upon accepting invitation
- Purpose limitation (data only used for hiring assessment)
- Data minimization (only essential data collected)
- 6-month automatic deletion
- Data subject rights supported (access, deletion, correction)
- Processing agreement available
- Data processed in EU (Jam Technologies GmbH, Germany)
We provide documentation to support your works council or data protection officer review.
Q: How long is candidate data retained?
A: 6 months by default, then automatically deleted. This covers typical hiring timelines while minimizing data retention. You can request earlier deletion for specific candidates if needed.
Q: Who in my organization can access candidate data?
A: Access control is role-based:
- Owner: Full access to all candidate data
- Manager: Access to candidates in their assigned teams
- Member (candidates): No access to other candidates' data
You control who gets Manager/Owner access when inviting hiring team members.
Q: What do we need to tell candidates about AI usage?
A: You must disclose:
- AI is used for analyzing conversation skills
- Human review: A person makes final hiring decisions, not AI
- Data usage: How their data will be used and retained
- Rights: How to request access or deletion
We provide compliant disclosure templates you can customize.
Q: Can we use this as our only hiring criterion?
A: No, and we don't recommend it. AI assessments should be one input in your hiring process, alongside:
- Resume review
- Reference checks
- Manager interviews
- Cultural fit assessment
- Technical skills verification (if applicable)
Over-reliance on a single assessment creates legal risk and misses important candidate qualities.
Q: What about accessibility and accommodations?
A: Candidates with accessibility needs should contact support@wejam.ai. We can provide:
- Extended time
- Alternative assessment formats (chat-based instead of voice)
- Screen reader compatibility
- Accommodations for speech impediments or accents
Always ask candidates if they need accommodations.
Q: Do we need works council or union approval to use AI assessments?
A: This depends on your jurisdiction and company policies. In many EU countries, yes. We provide:
- Technical documentation on AI usage
- Data protection impact assessment (DPIA)
- Information on AI limitations and human oversight
- Fairness and bias mitigation measures
Contact your employment lawyer and support@wejam.ai for support materials.
Q: How is bias and fairness addressed?
A: Jam's AI assessment:
- Uses behavior-based evaluation (not demographic factors)
- Focuses on learnable skills (not personality traits)
- Provides transparent evidence (transcript citations)
- Requires human review for all decisions
- Is regularly audited for fairness across demographics
However, no AI is perfect - always apply human judgment and multiple evaluation methods.
💡 Best Practices
Q: How many candidates should complete assessments?
A: We recommend assessments for:
- All candidates after initial resume screen
- OR Finalists (final 3-5 candidates) before in-person interviews
This balances assessment value with candidate time investment and your budget.
Q: When in the hiring process should we use this?
A: Most clients use AI assessments:
- After resume review (screens out non-proficient communicators)
- Before first interview (helps interviewers focus on high-potential candidates)
- Before final decision (provides objective data for close calls)
Avoid using it as the very first touchpoint - combine with other screening first.
Q: Should we tell candidates their scores?
A: Candidates automatically see their own scores and feedback - this is built into the product for transparency and learning. However, you should:
- Don't share how they compared to other candidates
- Do explain how assessments fit into your overall hiring process
- Provide context on what happens next regardless of performance
Q: What if a candidate disputes their results?
A: All assessments include:
- Full conversation transcripts
- Specific evidence for each score
- AI-generated reasoning
Review the transcript with the candidate. If technical issues occurred (audio quality, microphone problems), you can allow a re-take. However, the AI evaluation itself is consistent - disputes about scores should focus on whether the transcript is accurate.
Q: Can I let candidates practice before the "real" assessment?
A: We don't recommend this because:
- Part of what you're evaluating is authentic baseline skills
- Practice scenarios might "teach to the test"
- It adds time burden on candidates
However, some clients do offer optional practice rounds for transparency - discuss with your Jam specialist.
Q: How do I train my hiring team to interpret results?
A: We provide:
- Onboarding webinar covering platform usage and interpretation
- Sample candidate profiles showing score patterns
- Documentation on what each behavior measures
- Ongoing support via your account manager
Schedule training before your first candidate cohort.
🆘 Support & Troubleshooting
Q: A candidate reported they can't access the platform - how do I help?
A: First, check:
- Did they click the original invitation link? (Required for first-time setup)
- Are they going to app.wejam.ai for subsequent logins?
- Did they check spam folders for the invitation?
If still not working, have them contact support@wejam.ai with your company name and their email.
Q: A candidate had technical issues during the assessment (audio, crash, etc.) - can they retake it?
A: Yes. Contact support@wejam.ai to reset their assessment. Include:
- Candidate name and email
- Description of the issue
- Whether you want to preserve or delete existing attempts
Q: Can we get custom scenarios developed?
A: Yes. Custom scenario development includes:
- Consultation on your role requirements
- Scenario drafting based on real sales situations
- Scorecard design aligned to your competencies
- Testing and refinement
- Translation (if needed)
Timeline: ±1 week. Contact your account manager for pricing.
Q: Who do we contact for support?
A:
- Technical issues: support@wejam.ai
- Account management: Your assigned account manager
- Implementation: Your Jam implementation specialist
- Urgent issues: Email support and CC your account manager
🔄 After the Hiring Process
Q: What happens to the data after we make our hiring decision?
A:
- Hired candidates: Data is automatically deleted after 6 months
- Not hired candidates: Data is automatically deleted after 6 months
- Early deletion: You can request early deletion for specific candidates
Q: Can hired employees access their assessment results later?
A: No, unless you give them ongoing access. Once their hiring assessment account is closed, they cannot log in. If you want hired employees to use Jam for training, set them up in your training organization (separate from recruiting).
Q: Can we use the assessment results for performance management later?
A: No. Assessment data is collected specifically for hiring purposes under GDPR. Using it for performance management later violates purpose limitation.