The short answer
Distinguish what the candidate has stated, what remains missing and which answers appear inconsistent. Ask a targeted follow-up and record any remaining uncertainty. Missing information is not the same as failing a qualification criterion. Agree who reviews uncertain cases and how a candidate can correct inaccurate information.
Bring your vacancy. In 30 minutes, we discuss which questions reveal experience, motivation and availability, and how you take the personal follow-up forward.
A missing answer can have several causes
A candidate may skip a question because they misunderstood it, were interrupted or need to find information. You cannot know the reason without asking. Do not infer motivation from silence alone.
First check that the question is clear and directly relevant to the work. Ask for one missing detail at a time. A short chat does not need to replace the entire selection interview.
Use three descriptive categories
- Stated: a clear answer from the candidate, not necessarily independently verified.
- Missing: no answer or insufficient information to assess the criterion.
- Conflicting: answers or documents that appear to provide different information.
This is a recommended way to discuss an assessment. It does not mean every system offers these categories as built-in features. Keep the relevant answer alongside your conclusion.
Ask for clarification without judgement
Fictional example: a CV mentions team leadership. In the chat, the candidate mainly describes hands-on work. Ask: “Was the leadership responsibility part of your current role or an earlier position? What were you responsible for?” The descriptions may concern different periods.
After “I work with installations”, ask which installations and which tasks the person carries out independently. Do not turn a follow-up into an accusation or invent missing experience.
Separate a score from the decision
An overall score can hide missing information about a critical criterion. Discuss which answers were available and what still needs checking. Agree who has authority to decide.
An AI outcome that automatically prevents an invitation may fall under rules on automated decision-making. The Dutch data protection authority explains that human involvement must be meaningful; having a human make the final hiring decision does not make every earlier decision human-led.
Make uncertainty part of the follow-up
Red Rocket can assess answers automatically. An insufficient assessment can mean no invitation without human intervention. Have the safeguards needed for your particular setup assessed. The employer receives information in Cockpit for the personal follow-up.
Discuss criteria, missing information and follow-up for your vacancy. The aim is a useful profile that distinguishes information from interpretation.
Further reading: Dutch data protection authority on automated selection. Source checked on 30 October 2026.
Frequently asked questions
Is a clear answer already verified evidence?
No. A candidate’s statement may be relevant, but a qualification, certificate or specific experience can require separate verification.
Can AI automatically reject someone when information is missing?
There is no universal yes. Assess the application, its consequences, automated decision-making rules and safeguards for candidates.
How do you keep assessments comparable?
Use the same criteria and record which clarification was required. Do not silently treat missing answers differently for different candidates.
