# Resources — Criterio Talent

> Method and judgement for assessing candidates with evidence: how to design a structured interview that still stands up six months later.

URL: https://criteriotalent.com/en/recursos/

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**Resources**

# Twelve issues on assessing with evidence.

Few pieces and no filler. We publish when there is something to stand behind, and each piece also says what it does not solve.

**The series, issue by issue**

The series is organised into twelve monthly issues so it can be read in order. All twelve were published on 29 August 2026: the month on each issue is its place in the series, not the date it was written, and it is the real date that travels in the sitemap and in each page’s structured data.

**Issue 12**

**August 2026**

**Method · Interview design**

## [How to design a structured AI interview that leaves useful evidence and keeps the decision human](https://criteriotalent.com/en/recursos/entrevista-estructurada-con-ia/)

Eight design decisions, in order. The first is the one almost everyone skips: you do not ask a model to judge, you ask it to document.

**Issue 11**

**July 2026**

**Buying · Checklist**

## [A checklist for buying an AI interview platform: 24 questions, and the answers that should worry you](https://criteriotalent.com/en/recursos/checklist-para-comprar-plataforma-de-entrevistas/)

Twenty-four questions in six groups. The useful part is not the questions — anyone has those — but what follows each group: which answers sound good and say nothing.

**Issue 10**

**June 2026**

**Integration · API and events**

## [Wiring interviews into your ATS: the API, the events, and the mistakes that get expensive](https://criteriotalent.com/en/recursos/integrar-entrevistas-con-tu-ats/)

Written for whoever implements it. Who is in charge, why the request that creates an interview has to be repeatable, how a signature is verified, and the mistake nobody sees coming: the same word with two meanings.

**Issue 09**

**May 2026**

**Method · Retention and data governance**

## [Retention of interview recordings: how long to keep them, where, and how to actually delete them](https://criteriotalent.com/en/recursos/retencion-y-gobierno-de-datos/)

The period is the easy part. The hard part is deletion that actually happens, leaves a record, and does not block itself — which is exactly what happens when storage expires before the promise does.

**Issue 08**

**April 2026**

**Method · Consent and recording**

## [Voice and video interviews: what consent has to say, and when you ask for it](https://criteriotalent.com/en/recursos/voz-y-video-con-consentimiento/)

Consent asked for after the microphone is on is no longer consent. What it has to contain, when to ask, and what to keep as proof that it was given.

**Issue 07**

**March 2026**

**Method · Candidate experience**

## [How to design an AI interview the person does not experience as an insult](https://criteriotalent.com/en/recursos/experiencia-del-candidato-con-ia/)

Almost everything that makes an automated interview hateful is a design decision, not a technical limit. Seven decisions, with the uncomfortable one last.

**Issue 06**

**February 2026**

**Judgement · Bias and fairness**

## [Bias in AI interviews: what can be reduced and what cannot be promised](https://criteriotalent.com/en/recursos/sesgo-en-entrevistas-con-ia/)

Structure reduces one concrete, measurable source of bias. The model brings its own and no instruction removes it. Telling the two apart is the work.

**Issue 05**

**January 2026**

**Method · Evidence and traceability**

## [Turn-level evidence: what to keep from an interview so you can still defend it six months later](https://criteriotalent.com/en/recursos/evidencia-por-turno-trazabilidad/)

The uncomfortable question does not arrive on decision day: it arrives half a year later, once the team has changed. This is what has to be stored to answer it.

**Issue 04**

**December 2025**

**Method · Comparison and decision**

## [How to compare candidates for the same role without comparing impressions](https://criteriotalent.com/en/recursos/comparar-candidatos-sin-comparar-impresiones/)

Four conditions that have to hold before two interviews can sit side by side, and what to do with the table once they finally can.

**Issue 03**

**November 2025**

**Method · Scope per round**

## [What actually fits into one interview round, and what to leave for the next](https://criteriotalent.com/en/recursos/que-cabe-en-una-ronda-de-entrevista/)

Almost every script is overloaded. Not out of ambition, but because nobody did the arithmetic on what a complete answer costs, or settled what this round has to answer and what the next one will.

**Issue 02**

**October 2025**

**Method · Items and the level of the role**

## [Questions that actually tell candidates apart: how to write them for any level of role](https://criteriotalent.com/en/recursos/preguntas-que-si-separan-candidatos/)

Most questions in an interview script separate nobody: they are answered equally well whoever is on the other side. The ones that do separate are written the same way for a warehouse job and for a director. What changes is the bar.

**Issue 01**

**September 2025**

**Method · Assessment instruments**

## [Competency matrices and rubrics: how to write levels two people read the same way](https://criteriotalent.com/en/recursos/matriz-de-competencias-y-rubricas/)

Most competency matrices are a list of nouns with a one-to-five scale. That is not an instrument, it is a form. The instrument is the descriptors.

**Next step**

## See it with a role of yours on the table.

Thirty minutes: an interview is defined from your job post, walked through the way the candidate sees it, and a report is read with its evidence.