Name: A Scalable Approach To Program Fit Video Interviews
Uploaded: 2026-05-29T03:53:19.622Z
Duration: 42 min 7 s
Description: A Scalable Approach To Program Fit Video Interviews

Transcript for "A Scalable Approach To Program Fit Video Interviews": Welcome, everyone, and thank you so much for joining us today. We're really excited to spend some time with you talking about program and mission fit and how institutions are rethinking the way they assess applicants in a scalable, student friendly way. Today's session is focused on an on demand asynchronous approach to program fit using video interviews. As programs continue to place greater emphasis on nonacademic competencies, many are asking the same questions. How do we evaluate qualities like communication, professionalism, and motivation? How do we do that fairly, consistently, and without creating additional burden for faculty, staff, or applicants? Video interviews are designed to help address those challenges, offering programs a structured way to assess nonacademic traits while giving applicants the flexibility to complete interviews on their own time and in their own space. Over the next thirty minutes or so, we'll walk through what video interviews looks like in practice from both the applicant and the program perspectives and how the assessment can complement and not complicate your existing admissions process. We look forward to making this interactive, so please feel free to share questions as we go, and we'll make sure to leave time for discussion at the end, and we will share the slides with you after the presentation. Before I introduce our speakers, I'll start with a quick overview of Acuity Insights to ground everyone in the work we do in higher education assessment. Acuity has been partnering with higher education institutions since 2004 with a focus on designing and delivering assessments that evaluate the personal and professional skills of applicants and students, skills that traditional academic metrics don't fully capture. Our flagship assessment, Casper, is an open response situational judgment test or SJT. CASPER measures social intelligence and professionalism to support holistic admissions decisions and increasingly to inform professional skills development beyond admissions. Unlike tools that rely on academic indicators, knowledge based questions, or highly subjective inputs like essays and reference letters, Casper gives applicants the opportunity to draw on their own lived experiences and explain the reasoning behind how they would respond to real world scenarios. To date, more than 1,000,000 applicants have completed Casper across 500 plus programs spanning medicine, health sciences, business, and engineering. Building on that foundation, our second assessment is our in program situational judgment test called professional skills development. This is a modular story based assessment where learners respond to realistic scenarios in their own words throughout the program, so not just at the point of admissions. It measures key nonacademic skills and provides individualized feedback and resources to help students reflect on, develop, and strengthen those skills over time. So this context really sets the stage nicely for the work that you'll hear about next. And now I'll introduce our speakers. So from left to right, starting with me. Hi. My name is Katie Atkins, and I'm a strategic partnerships adviser here at Acuity Insights. So I've worked with programs across a wide range of disciplines, including business, law, dentistry, medicine, pharmacy, nursing to implement video interviews as part of their admissions process. Across all of these programs, the common goal is the same, identifying better fit applicants earlier and more efficiently. Previously, I worked in recruitment and admissions at a university here in Ontario where I live. I was on the admissions committee sitting on your side of the table quite recently where I saw firsthand how admissions teams use video interviews in their process to assess candidates. So for over the past five years now, I've supported admissions teams as they identify and select students who are positioned to succeed both in the classroom and beyond graduation. I'm excited to be joined today by my colleague, Kennedy Lukey, from our product marketing team. Kennedy has spent the better part of the past year working closely with our product team to bring video interviews to life. So we're here today not just to present, but to engage with you, so please feel free to ask questions and share your thoughts as we go. So here's a quick look at what we'll cover today. We'll start with program fit and why it matters for student success and why it's becoming increasingly difficult to assess using traditional admit admissions measures alone. And from there, we'll introduce video interviews, our newest solution, and walk through how it offers a more scalable approach to evaluating these harder to measure qualities. We'll begin with the applicant experience, including how applicants set up their account and what a video interview looks like from their perspective. You'll also have a chance to experience a sample interview and see examples of the types of questions applicants are responding to. Next, we'll switch over to the program experience, how teams configure interviews, what the reviewing and rating process looks like, and how video interviews fits into their existing admissions workflows. We'll wrap up by talking through where video interviews can sit within your process to to support a more comprehensive, scalable, and applicant friendly approach to assessing nonacademic traits. And finally, we'll leave lots of time for q and a, so feel free to drop your questions into the Zoom q and a box at any point. We'll address them at the end. So when we talk about fit, we're not talking about academic ability alone. Fit is really about alignment between a program's values, expectations, and learning environment and how a student shows up, learns, and engages. The research is clear. When students experience a strong fit, they're more likely to feel a sense of belonging and integration within the program. This integration is a critical driver of engagement, persistence, and overall satisfaction. On the flip side, when there's a mismatch, it can show up as disengagement, switching programs, and even attrition, all of which carry real costs for institutions and for students themselves. So that's why we so often hear from our enrollment and academic leaders that retention is the new recruitment. Improving fit at the point of admission isn't just about selection. It's a proactive strategy to support student success and long term outcomes. This slide puts a very real price tag on getting fit wrong. So a large scale study of 1,669 colleges and universities found that student attrition translates to nearly $16,500,000,000 in lost revenue across institutions, and that impact shows up at every level. The largest single institution in the study lost more than a $102,000,000. Even at the low end, the smallest loss was still over $10,000. On average, institutions lost just under $10,000,000 per year due to attrition. When we look at differences by institution type, the story becomes even clearer. Publicly assisted colleges and universities experienced the greatest impact, averaging over $13,000,000 in losses tied directly to attrition, while for profit institutions saw losses approaching $8,000,000 on average. The key takeaway here is that attrition isn't just a student success issue, it's a material financial risk. Improving fit earlier in the admissions process is one of the few levers that institutions have to proactively reduce both. This is the tension that many programs are navigating today. Academic metrics are important, of course, but they don't tell the whole story, especially when it comes to professionalism, communication, motivation, and judgment. And with the rise of AI generated essays, it's becoming even harder to trust that written submissions truly reflect the applicant behind them. Letters of recommendation are another common input, but research shows that they add limited value to decision making and can unintentionally reinforce inequities based on who has access to strong advocates or polished references. Traditional interviews, while valuable in theory, they do create their own challenges. They're time intensive. They're difficult to scale and highly variable. Without structured questions and consistent rubrics, greater bias, whether conscious or subconscious, can easily influence outcomes. Taken together, these approaches put a lot of strain on admissions teams without reliably surfacing the traits that actually drive success. And that's why programs are increasingly asking, how can we uncover what really matters at scale without burning out our teams or compromising fairness? Video interviews is a fully customizable asynchronous solution designed specifically for higher ed admissions teams. You can create branded structured interview experience using your own questions and rubrics or leverage Acuity's research backed questions. Timing, delivery, and scheduling are fully configurable to fit seamlessly into your existing process. And if your team is stretched thin, Acuity trained raters can handle review and scoring, giving you that rich insight without overloading your staff. It's designed to work for your process, not the other way around. We're excited to introduce video interviews by Acuity Insights designed to help your admissions team scale interviews without adding reviewer fatigue and with a low lift for your faculty and staff. With fast paced admissions deadlines, growing AI concerns, and limited staff bandwidth, video interviews lets you uncover what really matters to your applicants quickly without burning out your team. We like to say, scale your interviews, not your workload. With video interviews, your program can capture authentic responses using fully customizable questions, eliminate scheduling headaches with on demand self paced interviews, match your process by configuring welcome content, timing, and delivery, score consistently with either research backed or your own custom rubrics, Lighten your review load with acuity trained raters who provide reliable scoring and insights. What makes our video interviews different isn't just what it does, it's how it does it. So we've included all the features you'd expect table stakes, like a fully customizable experience, the questions, the timing, the delivery, an on demand asynchronous format, so no live scheduling required and you can review on your own time, with flexible pricing, so program pay, applicant pay, or hybrid options. It's designed to scale structured interviews without scaling workload, but what really sets our video interviews apart is the optional support from our expert teams. Programs can offload scoring to acuity trained raters without sacrificing quality or consistency. Our research team offers cocreation of questions and rubrics, rating rater training, and enablement. We have a staff of data scientists and psychometricians with over twenty years of research and content development expertise, underpinning the 15 research backed questions that we provide. Video interviews is designed to fit seamlessly with the tools that you already use for connected, streamlined admissions approach. So this is a testimonial speaking to the value of Acuity's research services from doctor Mary Fiore, the chief admissions officer at Adler Graduate Professional School from the master and doctor of psychology programs. So now I'll hand it off to my colleague, Kennedy, who's been instrumental in bringing this product to life over the past year. Thank you so much, Katie. We will now take a look at the applicant experience within the video interviews platform. So to begin, applicants receive an invite to create an account after being invited to an interview by the program. Applicants will need to sign up for the interview using the same email address they were invited from. Programs also have the option to require additional ID verification during the interview sign up process. This ensures that the interview is secure and safe and that the applicant that you've invited is the applicant that is taking part in the interview. Before starting the actual interview, applicants can prepare by completing the practice interview. This helps them get really familiar with the platform and flow, and a systems check will happen as part of both the practice and real interview to ensure that applicant's camera, microphone, and Internet connection are working properly to complete the interview without any interruptions. An acuity welcome video will play as part of the practice and real interview, but programs also have the option to create custom intro materials as part of their interview configuration. The acuity welcome video covers generally what applicants can expect during the interview, but the custom intro really gives program the opportunity to provide that personal touch. Here is a really quick look at how applicants will experience the interview. Because video interviews provides programs the opportunity to customize the learner experience, each pathway might look slightly different. Here, you can see an example of a program that has chosen to include thinking time in their interviewee experience. Once the thinking time has lapsed, the learner will be directed to record their video answer in the allotted time selected by the program during configuration. While the product was built with inclusive best practices in mind, such as closed captions on videos, additional accommodations are also available for applicants. We support both English and French questions to accommodate bilingual programs. You can either choose from our curated research informed question bank or create your own. Here is a quick sample question to give you a bit of an idea. Can you tell me about a time when you chose to do something you believed was right, but it came at a personal or professional cost? What made you decide to do it? And now that we have covered the applicant experience, I'm excited to jump into the program experience. So setting up an interview is easy and customizable. You can name the interview, choose a session mode, and select up to 15 questions. Thinking time, response time, breaks, intro and outro content, all of it can be tailored to your process. Once it's live, applicants record on their own time within the interview window. Your team can review responses asynchronously, or we can do that for you. The result is a scalable way to surface applicant qualities that matter most to your program without adding scheduling complexity or reviewer fatigue. Interview configuration happens across six easy to customize steps. This format gives you the power to create your own interview experience, upload branded welcome and outro content, customize questions or choose from Acuity's research backed question bank, probe for what matters most to your program, set breaks and think time, configure delivery, scheduling, scoring, and more. We will dive deeper into all of these configuration options during the demo portion of the webinar. One of the biggest concerns that we hear from programs is around rating consistency, especially when team capacity is tight or when there are a lot of applicants to review, and we get it. That's why our rating options are built to be both flexible and scalable. Programs can choose to provide their own rubric, choose from Acuity's research backed rubric, or co develop one with our research team. This ensures that evaluation criteria align with your institution's values and admission schools. We also know that not every team has the bandwidth to review every single response in house. That's where our optional Acuity trained raters come in. They're trained in scoring structured interviews and can help reduce reviewer fatigue while maintaining scoring consistency at scale. Our research team can also support with rater training and enablement. This all helps in getting you trustworthy insight into your applicant's authentic responses, less polished, less AI generated, and more real. And whether you review in house or use our acuity support, you're making better, more confident admissions decisions. So where do video interviews actually fit within your admissions process? There's a few different places. You can use it as part of your initial screening. So you can use video interviews here for a more complete picture of your applicants. You can use it during the file review or typical in person interview stage. Especially if you're a little bit more budget conscious, you can use video interviews here after using other assessments in the initial screening. You can also use it for segmentation or ranking. So use video interviews as part of making those final decisions, especially if there's a handful of applicants that look a little bit too similar to differentiate. And lastly, in your incoming class and planning for student success, you're able to admit more qualified applicants and assign mentors or advisers to students who need that additional support. I am super excited now to jump into a full demo walk through of the program experience on the platform. Here, we've landed on the configuration page for video interviews. Through these steps is where you can fully customize your interview to suit your program's needs. Video interviews is a brand new product, and we are still eagerly collecting feedback. What you see here today might look slightly different from what's available as we continue to make changes based off program's different needs. It is important to note that you can set up different permission sets for both administrators so you get to control who configures the interview. Step one is interview naming and basic settings so you can update the interview name to be different from what we had already previously set it as. You have session mode options here. So you can either attempt, all questions in one sitting or be flexible within the interview window. This means you can require applicants to complete the entire interview at one time or give them the flexibility to complete one question at a time. You're also able to select the number of questions that you'd like to ask, set optional thinking time, response time, and break options. Breaks can be configured to happen after every question at the halfway point or not at all, and they can be, set to up to twenty minutes. Step two comes with an Acuity made intro video that covers what applicants can expect at a high level. So programs don't need to create their own content, but programs also have the option to add their own introduction that all applicants watch or read before their interview. So it's a great opportunity to share more about your program. This custom intro can either be image, video, or text based. I'll give an example here. And you also have the ability to change the order of the introduction. So if you want yours to play first, that is available to you. Step three is where you select your interview questions. Because I only selected one question in step one, there's only one space to select a question, here on this screen. So if I were to have selected three, for example, in step one, then there would be three question blocks appearing here. So so it's it it it kind of updates depending on what you've selected in step three. So here, you can select either from our research back questions available here in our question bank, or you can add your own custom question by uploading an image or video or writing one in here. You can also tag, them with different competency focuses. So this kind of helps you group and organize your questions based on different competencies, so it makes it a little bit easier to organize. There's also a third option, for programs to cocreate custom questions and rubrics in collaboration with our research team. So, again, you can either choose from our research back questions, completely make up your own, or we can work together, to cocreate questions, for your video interview. Concluding materials are fully optional, very similar to introductory materials. You have the option to upload an image or a video or use a text based, outro. Again, completely, completely optional. But, again, it's just another, place to have a touch point with your applicants. Maybe you could thank them for your their time. You could outline next steps, or just, wish them well, as they're finishing their interview. Step five makes it really, really easy to schedule your interviews. All you have to do is select a start and end date as well as a start and end time. And lastly, we have step six, which is rating configuration. So our research team that we've mentioned a few times throughout this presentation has created a standard set of questions and a standard rubric. So this can be really plug and play for your team. The purpose of this screen is to do a few things, but most notably, it's to configure your existing rubric and get it into the platform. Here, you can customize and name the attributes along with the definitions that you want raters to look into. You can either select your own raters or have our Acuity trained raters, rate your interviews. So some options there as well. From there, you get to set the size of the scale. You can also set the criteria up to five, but I'm sure we will go in beyond that in the the near future here. And And then at the bottom, you have your overall score interpretation. So here, you can configure the overall rating, at the bottom of the screen here and mark the thresholds in which an applicant can go up or down a level. The last thing I wanted to show you before we invite an applicant is this preview option where you can kind of get a sneak peek at what your interview experience will look like as if you were an applicant. Here's a standard systems check. The intro video will automatically play. The acuity question that we selected will then play, and then you're able to record your response. Again, this is just a bit of a preview, and you can see the time left up in the corner here. Once you publish your interview, you can go in and invite learners by uploading a CSV or adding them manually. Once you have, invited your learner by either uploading that CSV or typing in their first name, last name, and email, this will trigger the email invite you saw during the applicant experience walkthrough. Thanks so much. I will now drop back into the presentation. Amazing. Now that you've gotten a bit of a sneak peek, at video interviews in action, I wanted to connect some of the key features that we just saw to outcomes that your programs would care about. So our first pillar is custom. Again, you can customize every part of the interview experience to fit your process and align with your selection goals. With video interviews, you choose what you wanna probe for, whether that's communication, professionalism, program specific values, mission alignment, or anything else. This ensures every interview is tied to your institution's definition of success, improving the likelihood of selecting candidates who thrive in your environment. Our second pillar is efficient or efficiency, reduce admin strain with async delivery and optional reviewer plus research support. No live scheduling plus optional acuity trained readers and question development support allows programs to lower their team workload and reduce scheduling burden. Video interviews uses structured, timed responses to capture applicants' true communication and reasoning skills. With optional support from our readers, you get consistent scoring tied to your selection criteria without overwhelming your team. And lastly, we have insight. You're able to improve applicant fit and long term success by surfacing what matters most to your program through structured video responses that you can trust. Get authentic, spontaneous responses from your applicants, not polished or rehearsed statements. Programs using video interviews report stronger alignment between applicant responses and program expectations. Applicants who are screened for the right competencies, not just academic metrics, are more likely to succeed in program, graduate on time, and become standout alumni. Thank you so much. I will now pass it back to Katie to close us out and take us through a bit of a q and a. Awesome. Thank you, Kennedy. So every program is unique, which is why we offer flexible pricing options. You can choose a school paid, an applicant paid, or a hybrid model where costs are shared. For programs looking for additional support, we also offer professional services, including research consulting, custom question and rubric creation, and independent rating, all designed to ensure consistency and fairness at scale. No matter how no matter your current emissions process or the ideal state that you're moving towards, our pricing is designed to make it easy to get started quickly. And that wraps up our introduction to video interviews. Thank you so much for following along. So at this time, we'll answer questions that have come through, in the q and a box. So we will just start with the first question. So I see, how do you mitigate ChatGVT AI use in applicant responses? And that is a great question. We all talk about chat GBT all the time. So rather than relying on AI detection tools, which are still we're hearing are problematic and prone to false positives and sometimes false negatives, we've designed video interviews so that AI adds very little value in the first place. Because responses are time bound and you can set zero thinking time, the responses are delivered verbally, and responses are unique every time because of the customized and unique questions. So it's much harder to be to meaningfully outsource that to chat GBT. We also train readers to look for authenticity and apply reasoning. In a high stakes admissions context, we believe thoughtful design and trained human rating judgment are more responsible than overpromising AI detection technology that just isn't reliable enough yet. Alright. I have, this question is for Kennedy. Is there an option to host written responses, in addition to video responses? That is a great question. Right now, it is fully video, but we kind of are in that kind of final iteration and improvement stage of our video interviews, product. So feedback like that is really, really valuable, and and we're looking to continue working with our product team on our road map to potentially ensure that we can also do written responses. So I appreciate that note. Mhmm. That's great. Okay. So there is a question about, pricing. And so for applicant pay, and, honestly, the answer is it depends because our, pricing is based on, like, applicant volume and the number of students that you have running through the video interview, tool. So I would I would want to have a one on one conversation with you to really understand your needs and what you're looking for, especially because we have such a customized, like, research backed, approach as well. We can really work with you with our professional research services to truly tailor our product to your specific needs. Okay. So another question. What kind of support is available for applicants if they run into technical issues? So applicants have access to immediate support directly within the platform through our AI chat agent. If their issue isn't resolved there, they can quickly connect to a member of our human support team for timely assistance. Our goal is to make sure that technical issues do not become a barrier for applicants. And this question is for Kennedy. Can you tell us more about research services? Yeah. I would love to. I I know I mentioned our research team a few times throughout the webinar. Big fans of them over here. So Acuity really offers kind of that broad range of optional research services for programs that want that deeper customization or defensibility. Our really highly qualified and experienced team of assessment and admissions experts offers paid services to help you design content, so questions and rubric that meets your needs as well as align with best practices. So just kind of off the top of my head, a few things that this could include would be that design custom interview question support, so making sure that you're developing questions that align with your mission and admissions philosophy. Whether you want us to fully design the questions for you or review the questions that you have, our team is here to help. We also offer structured reports explaining the evidence based principles behind strong question design. Similar to, question design, we can support with rubric development. So, again, if you want us to develop something from scratch or review something that you already have in place, we are happy to help. And lastly, we have a lot of best practice guidance for strengthening interview structure and scoring consistency, along with some virtual support via Zoom. If you're wanting to do some consultation sessions, and back and forth emails, we're happy to help with that as well. So this really, again, it's it's super, valuable if you're a program that's thinking about accreditation or defensibility or that kind of long term validation work. Mhmm. No. I love all of that. Okay. And there's a question about are there any restrictions of accessing the platform outside of North America? No. There are not. So Acuity Insights is an international company. We have clients, partners, all over the world, Australia, New Zealand, all through North America and The UK. So, we actually currently have a video interview client in Hong Kong. So there there's no issues at all. We are here to support our partners worldwide. Okay. So we have a question about what is the turnaround time once the videos are, complete? How are how is the response shared if we hired you to review the videos? Okay. So the turnaround time for the videos, like, if you were to work with our team to review I'm assuming this question is saying, like, if our team was to review the questions, we have we would have, like, a service level agreement, with you that we would, work through. I believe, typically, the turnaround time is, like, two to four weeks right now. That seems to work with a lot of teams' admissions rounds, as part of their admission cycle. So within two to four weeks of, reviewing that material and, sending back the applicant responses for you. And, how is the response shared? So you always the program does have access to the videos of the, applicants, and they receive, the scores, that through a rubric that we would have created with you, or you could use the rubrics that we created ourselves, from our research back team. So that's how you would receive the the scores. And I would love to chat more about it on a one on one if you have a specific time frame that you're looking to get. I know, like, different times in the admission cycle, you might need it sooner than later as well. Alright. So here's another question. Is this based on the multiple mini interview implemented by McMaster University's medical program? So I don't know how familiar our audience is. Acuity Insights was started at McMaster University, in Hamilton, Ontario. Our cofounder, doctor Kelly Doerr, is one of the, she's still an adjunct professor at McMaster University and is one of the, people who created our Casper, and she was on their medical admissions team with multiple mini interviews. So this is not based on the multiple mini interview, in that it's not it doesn't have to be. It can be, like, one reviewer scoring one applicant in their entire file. There's no there's no need for horizontal review. If you don't want to score by question, you can score by student, instead of score horizontally with a multiple mini interview format. So we do have, like, a connection to McMaster University. It's very much part of our origin story, but this is different than the multiple mini interview. Okay. This question is for Kennedy. Can different programs within the same institution configure interviews differently? Yes. Absolutely. So, for each program, you're able to select or upload different questions. You can configure timing and delivery settings completely different. You can use different rubrics. You can decide on scoring modes. So those can all all be differentiated. And, really, this flexibility allows institutions to maintain sort of that centralized infrastructure while still tailoring each interview to program specific needs or accreditation requirements. So short answer, yes. Absolutely. Different programs, operating within the same institution can definitely configure their interviews differently. Awesome. Great. Okay. And there's a question here. I love all these questions. Thank you so much, everyone. So what accommodations are there for applicants? So, we've been working with applicants and students for over twenty years with more than 1,000,000 applicants successfully completing our flagship admissions, assessment, Casper. So through that experience, we've developed strong processes to support accommodation needs thoughtfully and consistently. So at the program level, timing and delivery settings can be configured to align with your institution's admissions policies. You can allow for more time for students to complete questions. From a rating perspective, our raters receive, training in implicit bias and fairness principles. They're guided to evaluate responses based on the content and evidence provided, not on accent, delivery style, confidence level, or neurodivergence. Because the interview is asynchronous, applicants complete it within a defined window within their own environment. This flexibility often reduces scheduling barriers and accessibility challenges compared to live interviews. So if an applicant requires specific accommodations for video interviews, they can submit a request for our portal, and our team works directly with them to provide appropriate, support. Okay. And this question is for Kennedy. How do you help reduce rater bias in the review process? Oh, that is a good, question. So there's a few different ways that we address bias mitigation. I'd say, like, three key ways. The first one being that structured interview process. So all applicants receive the same prompt, so it's the same experience. We also use rubric based scoring. So evaluations are really anchored, to define and structured criteria and rating scales. So we have the structured interviews. We have rubric based scoring. And lastly, we do offer rater training. So certified acuity raters score responses and are trained explicitly on implicit bias, fairness principles, and evidence based evaluation practices. So if you are using our raters, they come equipped with with some pretty intensive training. We also are able to, supply training to your raters. I do want to make one note with bias mitigation that we obviously have a lot more control when we are the ones doing the the rating. However, if if your school or program is taking on the rating, it is really, really tricky to kind of answer that question because we lose some of that that control. But I can kinda speak to to what we do here at Acuity. And, really, the structure, is to increase consistency and defensibility compared to traditional unstructured interviews. I hope that is a a a good enough answer. If you have any follow-up, just let me know. Awesome. I thought it was good. Okay. So another question. How is video interview different from Casper? This is a great question. We do get asked it a lot. So both Casper and video interviews assess nonacademic qualities, but they both serve different purposes in the admissions process. Video interviews are a highly customizable, approach to your institution. You can design prompts that reflect your program's culture, mission, and priorities. For example, asking why do you wanna come here or probing specific experiences that align with your values. Both tools allow you to assess communication style, motivation, and program fit in very different ways. Casper, on the other hand, is a standardized scenario based assessment designed to evaluate judgment and professional competencies. Applicants respond to realistic situations, both through written and verbal responses, and are evaluated on how they reason through ethical dilemmas, interpersonal conflict, and ambiguous professional challenges. The key distinction is this. Video interviews lets you assess fit and communication tailored specifically to your school. Each video interview instance is custom and bespoke to your program. Casper, on the other hand, assesses how applicants think and make decisions in complex situations using structured scenarios and trained raters to ensure consistency and fairness. Programs use them for different reasons. Video interviews to understand alignment with institutional mission and Casper to gain insight into professional judgment and competencies that are harder to evaluate in traditional interviews. Alright. And I have a question for Kennedy. Are responses proctored or monitored in any way? Video interviews are not live proctored in any way. It's a recorded video interview that applicants are able to complete on their own time. So that builds in some of that flexibility, as one of our big features. That said, applicants do complete that ID verification by submitting, government issued ID in the registration process that I chatted about a little bit earlier on. And that ID is checked and verified by our team before responses are processed. So, again, ensuring that the applicant you invited is the same applicant that's actually finishing the the interview for your program. In high stakes admissions, we really focus on identity verification, and structured design rather than intrusive monitoring tools. And, again, ID verification is configurable by the program. So if that's something that you're you're interested in, it is it is an option for yourself. Mhmm. Okay. Here's another question. Are these are great questions. Are the questions shared with the candidate ahead of the interview? Are the questions the same for all candidates? And what would prevent that pre interview prep AI in assistance? Okay. So are the questions shared with the candidate ahead of the interview? No. You do not need the program does not need to share, the questions with the applicants. You can. In fact, some schools that I've worked with, they will, like, put their questions on the website on a school website to say, this is what we're gonna ask you so then students can prepare in advance. But, typically, programs choose not to share the questions so then the responses are spontaneous and maybe perhaps more authentic because they didn't ask their friends or their family, to help them craft a response. So you you do not need to share the questions in advance, but you can. And then another part of the question, are they the same for all candidates? So you can ask, like, the same question for all candidates is, like, question one, and then question two could be different depending on your needs. So there could we have a question bank, and you could choose from that question bank to, ask different questions of the student. So for example, the first question could be, why do you wanna come here to our specific institution? You could ask that across the board for all your applicants. And then the second question could be, like, an ethics competency that you're trying to assess, but ask ethics in a different way for all the different questions. You could have a question bank about ethics that, is, like, randomized so then students don't get the same video interview, every time. So you could set it up that way. So we have a lot of flexibility with our, video interview tool to really let you do, whatever you'd like. And then so the last kind of part of the question, what what would prevent that pre interview prep AI assistance? So not providing the questions in advance helps. You can also set the thinking time that you would like to give your applicants to respond to the question. So they're gonna see the question, and then you can set thinking time to then for them to, like, think about their answer and then set the recording response time, or you can set zero thinking time where they have to answer immediately. So that would be one way where they couldn't go to chat GBT, for example. But I think even more meaningful is asking questions that aren't easily answered by ChatGPT. It's drawing more from an applicant's lived experience, their own personal experience where ChatGPT is not gonna give them an answer that really gets the heart of what you're looking for, in your applicant and asking them that question. I hope I hope that helps kind of. That's my thinking, for that question. Thank you for asking it. Okay. I'm told that is that's all the questions. Oh, do we have if there's no more questions, I feel like we've covered a wide range of topics, so I feel really good about that. So that's it for today. Thank you so much, everyone, for attending our live webinar. We'd love to continue the conversation, so please feel free to connect with me on LinkedIn, email me, or, grab book a call with me using the QR code on the slide. On behalf of Kennedy and I, we just wanna thank you so much for joining us, and have a great day. Take care.