Correct an AI-assisted result

Use Correct insight in Conversations to record a reviewed candidate-intent value. The original evidence remains available. This guide describes the fields in the current customer form.

1. Inspect the original source

Confirm the candidate, interaction, and current intent. Read the message or transcript before making a correction. If the evidence is not linked to a candidate, the correction control is not shown.

2. Open Correct insight

Select Correct insight on the conversation evidence card. The form is titled Correct candidate intent and stays attached to that source.

3. Enter the reviewed intent

Enter an intent value supported by the source. The form does not offer a field picker or a separate reason field; it supplies a standard reason that the recruiter reviewed the evidence. Do not describe this form as a general editor for every AI result.

4. Save and confirm

Select Save. Refresh or return to Conversations and inspect the reviewed intent. If saving fails, read the error and check whether the correction was saved before retrying.

Access and recovery

Recruiters can correct only their own communication evidence and must have access to the candidate. Owners and managers can review within their authorized workspace scope. If the source belongs to another recruiter or the candidate does not match, ask a manager to review it. Do not change source identifiers or use another person's account.

Use the corrected evidence to make the next recruiting decision through the agency's approved process. The correction itself does not send a message or move an application.

Decide whether the intent correction fits the issue

Use this form when the candidate-intent value attached to an authorized interaction needs correction. First read the source and decide what it actually establishes. A problem with a phone number, job requirement, or unrelated generated answer needs its own record or review process; the candidate-intent form is not a general editing tool.

Check that the evidence is linked to the right candidate. If the identity or source relationship is uncertain, ask a manager to investigate before assigning an intent. Correcting the value on the wrong interaction would preserve the identity problem while making the result appear reviewed.

Preserve conditions in the source statement

For a fictional example, Maya Rao says she is interested in a night-shift role if the start date can change. The reviewed intent should reflect the conditional interest. It should not imply that she accepted the original start date, agreed to submission, or completed credential checks. Keep the correction limited to the meaning the source supports.

If the message is too ambiguous to establish intent, avoid forcing a definite conclusion. Ask the responsible recruiter to clarify the underlying question through the approved communication workflow. A review can identify uncertainty without converting it into a positive or negative candidate decision.

Use the fields that are available

Open Correct insight and enter the reviewed intent in Correct candidate intent. The customer form provides a value field and supplies a standard review reason. It does not provide a separate reason field, an arbitrary result-field selector, or a control that rewrites the original communication.

Keep any additional agency review notes in the process your manager has approved. Do not place sensitive background information into the intent value just because there is no separate note field. The value should remain useful to the next person reviewing that communication evidence.

Confirm the correction and continue the actual work

Select Save, read the result, and inspect the reviewed intent after returning to or refreshing Conversations. If the response is interrupted, check whether the correction was retained before trying again. A visible success message should be followed by a check that the intended source now shows the intended value.

A recruiter can correct only their own authorized communication evidence with candidate access. Ask a manager to review an interaction outside that scope. After the correction, decide whether the underlying recruiting work still needs a reply, task, or pipeline update. Those are separate actions. Report persistent save problems with the source reference, attempted action, approximate time, and redacted error through the approved support channel.