Knowledge Base

This help article gives you an insight on how Recruit ranks Candidates and makes sense of their work experience.

Click on the Scoring tab within the Creating a new Vacancy workflow to show how your requirements are weighted for your given vacancy.

The information entered into the text box under the Scoring section is key in determining which Candidates receive recommendations, and who the Vacancy is attracting. It will also determine the applied Candidates' Ranking.

The AI in the system interprets the information here, and determines skills required for the Vacancy. In turn, the AI will read the information from a Candidate’s Profile, and measure this against the skills deemed required for the Vacancy.

The job relevance tries to match, at a fairly high level, the overall suitability of the candidate based on their work experience. It is a measure of the similarity between the description in the vacancy and the descriptions in the Applicant's previous work experience.

The experience relevance will often be strongly correlated with the skill score as they are measuring similar things, just at a different level of abstraction. They will differ, however, when a person has mentioned the required skills in their resume but only in passing and are not in fact a good fit for the role, in which case they will have a skill score that is higher than their job match score.

Conversely, if someone has not specifically mentioned some of the requested skills explicitly, but is in fact a potentially good candidate, then they may have a skill score that is lower than their experience relevance market score.

The similarity scores described above are weighted by a function that measures both recency and duration of a given experience with more weight being given to more recent and longer experiences.

On the Candidate card you will have a very clear focused view on whether or not they meet the Experience Relevance requirement set when the vacancy was created.

Recruit understands company entities from all around the world. As well as knowing who organisations are and what they do, Recruit also understands relationships between one company and another and how people move between them. This is what provides the Industry Relevance - it measures how similar previous companies worked at are to the hiring company.

On the Candidate card you will have a very clear focused view on whether or not they meet the Industry Relevance requirement set when the vacancy was created.

When a vacancy is published on Recruit, the system interprets the skills and job description and understands what you are looking to hire. When a candidate makes an application to that vacancy, the system reads their digital profile.

Looking for evidence of these skills, as well as related skills in the same skill group, and ranks the applications based on this Skills Score.

When the vacancy is being created, a maximum of 5 skill groups can be marked as 'Must Have'. These will have a higher weighting in the Candidate ranking; basically the skills within these skill groups will be the most important ones.

On the Candidate card it will be clearly marked whether or not the candidate has met the 'must have' skill group requirement.

Clicking on the Relevance tab gives a quick overview of the Candidate’s relevant work experience. Click on Highlight Usage in the hover over box on a Skill Group graph. This will open up a new window with the full work experience with the relevant sentences highlighted for your convenience. You can also choose to view only the highlighted text showing the skills.

The Candidate "Rank" is determined by a combination of their "Experience" and "Industry" relevance using the balance defined during vacancy creation. By default, candidates are sorted according to their "Rank". Hovering over the rank score gives you an explanation of these ranks. 

You can change how candidates are sorted by using the Sort By drop-down box.

The Rank of the candidate will not change even if the position in the list does.

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