For a phone-based role, ask candidates to do a small piece of the work.

A generic introduction is not the job.

Setter and ISA work involves opening calls, asking relevant questions, responding to objections, and asking for an appointment. A short audition can present the same job-related situations to every candidate.

That consistency is the reason to use voice here. It is not a license to make assumptions from how a person sounds. Review the content of the response against criteria tied to the role.

Use the same prompts for everyone.

Ad hoc recording requests often change from candidate to candidate. A template keeps the five call moments, time limits, and reviewer guidance together so the evidence is easier to compare. See the appointment setter and real-estate ISA templates.

Keep the underlying response one click away.

Transcripts and prompt-linked excerpts can help a reviewer navigate a multi-question audition. They can also be incomplete. The reviewer should open the recording or transcript, verify the relevant response, and disregard output that is not useful.

Tell candidates what is happening.

Before recording begins, name the hiring organization or reviewer, explain the purpose, state how the response is processed, provide retention information, and offer a contact for an other option assessment. Include a microphone test and retry. See Privacy and microphone help.

Keep the decision human.

TypeVoice should organize evidence, not decide employment outcomes. The reviewer listens to or reads the work sample, records a job-related rationale, and makes every decision.