Overview: The "Reviewing recommended profiles" feature is your gateway to leveraging the AI-powered matching system. This feature provides a dynamic, prioritized list of candidates for a specific job, allowing you to focus your attention on the most promising individuals first. This article will guide you through the process of manually reviewing these profiles, understanding their key details, and taking action to move a candidate forward.
1. Accessing Recommended Profiles
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Recommended profiles are typically found within a specific job's dashboard or a dedicated "Talent Matching" section.
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Steps to Access:
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Navigate to your Jobs dashboard.
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Select the specific job posting you wish to review.
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Check for the candidate profile match score. This will be populated with candidates from your talent pool, sorted by their Match Score in descending order (highest score first).
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2. Understanding the Profile Card
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Each candidate in the list is presented as a summary card that provides a quick, scannable overview of their fit.
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Key Components of a Profile Card:
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Match Score: The most prominent element, indicating the percentage of alignment between the candidate and the job.
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Candidate Name and Title: Basic identifying information.
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Top Skills: AI-extracted skills that are most relevant to the job requirements.
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Experience Highlights: A brief summary of their most relevant work experience.
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Quick Actions: Buttons or links to perform immediate actions, such as "View Profile," "Add to Job," or "Reject."
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3. Manual Review and Taking Action
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The goal of this phase is to manually review the profiles and decide on the next step.
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Steps for Manual Review:
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Start from the top: Begin your review with the profiles that have the highest Match Scores.
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Click to dive deeper: Click on a profile card to open the candidate's full profile. Here you can review their complete resume, cover letter, and any other available data.
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Assess and Decide: Based on your review, you must manually decide on the next step for this candidate.
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Manual Intervention Point: The decision to move a candidate forward or not is a manual, human judgment. The system provides the data, but your expertise determines the action.
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Available Actions:
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Add to Job: If you believe the candidate is a good fit, click this to move them into the job's pipeline for further consideration (e.g., to the "Screening" or "Interview" stage).
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Reject: If the candidate is not a good fit, you can manually reject them. This action typically has options to send a personalized rejection email.
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Save/Favorite: Some platforms allow you to "favorite" or "save" a profile for later review or for potential future roles. This is a manual action that helps you organize your promising talent.
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4. Filtering and Sorting Recommendations
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To refine your view, you can manually apply filters and sorting options to the list of recommended profiles.
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Common Filters:
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Match Score: Filter to show only candidates above a certain score (e.g., 75% or higher).
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Date Added: Sort by the most recently added candidates to see new talent.
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Skills: Filter for candidates who possess a specific, critical skill.
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Location/Availability: Filter by geographic location or a candidate's availability status.
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Manual Intervention Point: The application of these filters and sorting preferences is a manual action to customize your review process and find the most relevant candidates efficiently.
Troubleshooting & Tips:
Issue: I don't see any recommended profiles.
Suggested Fix: Check that your job posting is complete and published. Ensure that your talent pool has candidates who match the job's criteria. The system can only make recommendations based on the data it has.
Issue: The recommendations are not relevant to the job.
Suggested Fix: You may need to refine your job description. Go back and edit the job to include more specific skills, responsibilities, or keywords. This will give the AI a clearer picture of what you're looking for.
Issue: I'm manually reviewing and finding many "bad fits" at the top of the list.
Suggested Fix: Remember that the Match Score is a guide. If a candidate is clearly not a fit despite a high score, reject them. This manual feedback can help the AI learn over time. Also, review the Match Score breakdown (see the next article for details) to understand why the score is high.