TalentSift / Interviews & development
Structure the conversation. Keep people in the decision.
TalentSift supports structured interview and staff-training sessions using role requirements and practice scenarios. Organise the process and review the evidence with your team; AI output does not replace human judgement.
The product
What is TalentSift?
A platform for preparing interview and training sessions around a defined purpose. Use it to support consistent questions and human review.
Define the purpose
Separate recruitment activity from staff development.
Set relevant criteria
Use requirements that relate to the role or training objective.
Review with people
Keep consequential decisions with accountable reviewers.
How it works
See how responses become reviewable evidence.
An illustrative session: present a question, capture a response and organise evidence for human review. This is not a candidate score or an automated hiring decision.
Define the session purpose
Set the interview or training objective and provide relevant requirements. Agree consistent questions and appropriate review criteria.
Make participation clear
Explain the session, how responses will be used and who can access them. Offer an appropriate alternative route for participants who need one.
Keep decisions with people
Review the evidence in context and resolve uncertainties through follow-up. Do not treat an AI-generated summary as a final hiring decision.
Platform framework
Five areas, one supervised workflow.
The platform covers matching, interviews, evaluation support, training and data handling. Suitability depends on the use case and controls.
Requirements and CVs
Compare relevant experience with a defined role brief.
Structured conversations
Prepare role-related interview or practice questions.
Evaluation support
Review responses against explicit criteria. Do not assume scores are unbiased.
Staff development
Use scenarios to practise service and communication skills.
Personal information
Agree access, processing and retention before collecting participant records.
Where it helps
Make preparation and follow-up more consistent.
Example uses to discuss in a demonstration, without claims of improved hiring outcomes.
Interview preparation
Organise a consistent set of role-related questions.
Onboarding practice
Provide structured scenarios for new colleagues.
Continuing development
Support repeated practice and supervisor feedback.
Practice & oversight
Create space to practise, reflect and improve.
Keep feedback grounded in the session and the task. Avoid inferring ability or suitability from appearance, accent or other irrelevant traits.
Relevant scenarios
Use situations that reflect the employee’s actual work.
Constructive feedback
Let a supervisor review suggestions and agree next steps.
Accessible participation
Explain the process and provide a route for adjustments or human support.
Questions & answers
Before you get started.
What is TalentSift used for?
TalentSift supports structured interview sessions and staff-training practice, with human review of the outputs.
Can it support existing staff?
Yes. Training scenarios can be prepared around a development objective rather than a recruitment role.
Does it make hiring decisions?
Use outputs as support for an accountable human process, not as the sole basis for a hiring decision.
Is AI evaluation guaranteed to be unbiased?
No. Standard questions do not eliminate bias. Review criteria, outputs and accessibility, and provide human follow-up.
What should participants know?
Explain the session purpose, information collected, intended use and available support before participation.
How can we see a demonstration?
Contact i2 with a role brief or training scenario that contains no personal applicant data. We can discuss the workflow and review requirements.
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