Candidate Skills Analytics or CSA
is a SAAS application that is disrupts the conventional approach to recruitment
Applicants Skills Profiling and Analysis for faster and quality hiring
Only skills matter…..mostly
When it comes to hiring skills matter. Importance of location and other factors is coming down.
However, matching skills of applicants to jobs is a pain, time consuming, poorly done, costing lots of money and opportunity loss.
The single primary reason for this is poor information on skills. Both at the Hiring Manager side where JDs are messy and at Applicants side where resumes are messy.
Despite numerous applications that deploy cutting edge technology problems in recruitment are universal and persistent - as a Hiring Manager you would agree and as a job aspirant you would agree.
Time for fresh thinking
Read on to see how Candidate Skills Analytics or CSA approached the problem
Quality Data is primary, Data Analytics Tools secondary
With resumes and job descriptions that are verbose, non common form or structure, with terminologies that is free for all and thus confusing, information that is over simplified or over complicated, getting the skills from these two i.e. JDs and Resumes is tough and matching poor.
RSM with in-built Skills Profiler with ISOT in the backend enables doing away with this mess. It enables skills being articulated at Hiring Manager end and at the applicant end, in a common language, in a structured manner, in a common template, in a comprehensive manner, with quantification of proficiencies at skills level (rather than a high level figure like say 7 years experience).
JSP not JDs
Job Skills Profile is a simple, crisp, easy to comprehend articulation of skills. It cuts down on “English”. It gets straight to the point on the skills that Hiring Manager wants. And creating is easy with IYS Skills Profiler
ASPs not Resumes
Applicants Skills Profile is a simple, crisp, easy to comprehend articulation of skills. No fluff, no outsourced resume writing, no copy / paste. ASP is created every time a person wants to apply. This ensures applicant pays attention to skills needed for the job rather than shooting of resumes just like that burdening the recruitment process and the recruiters.
Direct real time information flow: Applicant to Hiring Manager
Shortlisted applicants fill the Skills Profile (indicating what skills against that required for the job they have and their proficiency it). The moment the applicant applies to a job filling the ASP, Hiring Manager can see her skills profile. No waiting for Recruiters to process the resumes.
Applicants Skills Analysis
With structured information coming from the applicants through their ASPs, the analysis of skills of the applicants is now scientific, data driven and here and now. No waiting for poor recruiter (who cannot be expected to understand skills the way Hiring Manager or Applicants can) to process those resumes.
Systems with its Best Fit algorithm shows matching scores for each of the applicants. Hiring Manager can compare proficiencies at skill level for the applicants. Making trade offs smart and not just based on years of experience.
CSA is easy to use, practical and economic
The features and functionalities are low on bells and whistles and high on practicality
Cloud based; Users across locations can use; No special training required
Provides rich data and reports at micro (individual) and macro (organization) levels
Pay on number of employees in your organization and on yearly subscription