THE KEY POINT
Define the work the person needs to do and prepare scenarios in which they have to explain their decisions. Evidence helps you ask better questions; it does not turn an answer into a guarantee of performance, nor does it replace your hiring decision.
Being able to name a tool does not explain how it is used.
Two candidates know the same ERP, an automation tool and several models. Their CVs look relevant. What you still do not know is what they would do when the flow does not work as expected or the teams need to understand a change.
The interview becomes more precise when you can go back over specific decisions: what information was missing, why they prioritised one action or what they checked before proposing it. A list of technologies does not offer that path.
Set out work, not a collection of memory questions.
The work samples and simulations described by OPM ask people to carry out tasks related to the activities of the role. That link helps to define what is being observed. It does not mean that any exercise is suitable for any vacancy.
At BUSCOS, each scenario is tailored to the role and the company context. A scenario may include incomplete information, a resource constraint or a decision between teams. The aim is for the candidate to explain how they would approach that work, not to guess a hidden answer.
Further reading: OPM: work samples and simulations
Four skills in each scenario.
The four skills are explored across five scenarios. The scenarios are not five problems the company has to invent: BUSCOS prepares the process based on the defined work and context.
| Skill | What you can explore further in the interview |
|---|---|
| Identify problems | What questions they asked and what information they considered insufficient. |
| Prioritise improvements | How they justified the order and the limits of their proposal. |
| Implement and verify | What they would test, how they would monitor the result and what they would do if it fails. |
| Explain results | How they communicated the change to a non-technical team. |
From the scenario to a better question.
If one person proposes automating order entry first, you can ask them what they would do if the references do not match. If another starts by tidying up the data, you can ask how they would check that this reduces the bottleneck. The differences open up useful conversations without turning them into a ranking.
With Evidence, the answers and their audio explanation are brought together in a human-reviewed report before the interview. The company can explore the reasoning in depth and compare it with what it needs from the role. The hiring decision remains with the company.
Frequently asked questions
Does this replace the interview?
No. The report helps you prepare for it and explore specific answers in depth. Your team still interviews and decides.
Is there an overall score or a ranking?
No. BUSCOS provides contextual evidence, not an automatic classification of people.
Do all candidates receive exactly the same?
Within a single process, it is advisable to keep the process and conditions consistent. Scenarios for different roles or companies are tailored to their contexts.
Keep clarifying what you need. A specific situation is the starting point.
