Why use ComparJobs?

Improve your pre-interview selection process

ComparJobs is a recruitment tool designed to help companies attract and select motivated, loyal employees.A job posting usually generates several candidates. The number of applications can vary depending on the position, but it is not uncommon to receive several hundred. Considering that employers or recruiters generally aim to invite 3-5 candidates for interviews, an extensive sorting process is clearly necessary. Given this reality, what is the best way to maximize the effectiveness and accuracy of the candidate selection process?

In most companies, the selection process begins with a review of all applications. In order to save time, recruiters usually take only a few seconds to read each CV. According to various studies, employers spend on average only 7 to 11 seconds per CV. They focus on very specific elements, which are generally related to the candidate's skills. If these elements are not identified at first glance, the candidate is rejected immediately. What is more, the vast majority of cover letters accompanying applications are never read. Only letters accompanying the most promising CVs are considered.

Many larger companies also use an application tracking system that automatically targets keywords in applications. These tools can save recruiters a lot of time, especially in large, reputable companies that receive a high number of unsolicited applications. Unfortunately, these tools are not available to all.

The initial selection is often biased

Although it can be an efficient way to quickly reduce the number of CVs to review, the initial selection often has a certain bias that, in many cases, eliminates suitable candidates and keeps unsuitable ones.

First, it is possible that a superficial reading will not be sufficient to identify the relevant information. Although CVs usually all contain the same information, such as work experience, academic training, contact information, etc., the presentation of information varies from one person to another:

  • In what order do the various sections appear?
  • How detailed is the explanation of each point?
  • What layout is used?
  • Is the information presented in bullet form or text form?
  • Is a picture included? References? Etc.
  • How many pages is the CV?

In short, some CV templates allow the desired information to be quickly identified, while others are more cluttered or less organized. Yet in most cases, there is no connection between a candidate's talents in CV design and their abilities as a worker.

Moreover, the recruiter might misunderstand the information identified during the initial selection. Take the example of an employer who only hires candidates with a specific skill. This skill might be designated differently in certain companies, or in other countries and languages. Good candidates could potentially be rejected just because they describe the skill differently than the recruiter.

Finally, there is a very high risk of bias related to the perceptions of the recruiter. Factors not directly related to the quality of the applicant can influence the recruiter's decision, like the candidate's age, sex, nationality or picture, as well as the CV's layout and the quality of spelling. In many cases, these factors have no connection to the candidate's ability to perform the job successfully, but influence the recruiter's decision nonetheless.

Skills are not the only factors that matter

At this stage, it is worth noting that a candidate's skills are not the only things that should be evaluated. Of course, it is essential that candidates also meet basic requirements, such as:

  • The requested work experience,
  • The necessary academic training,
  • Fluency in certain languages,
  • Etc.

But this information alone is not enough to differentiate a good candidate from a poor one. Furthermore, a large number of applicants often have the basic skills required. Given the reality of equal qualifications, on what basis should candidates be selected for an interview?

What’s more, a candidate might look good on paper, but how can you predict what will happen once he or she has been hired?

  • Will they be a good fit with your team?
  • Will they be motivated by their work?
  • Will they get along well with their immediate supervisor?
  • Will they truly be satisfied with their working conditions?
  • Will your work environment suit them?
  • Will they continue to look for other employment opportunities?

In these kinds of situations, ComparJobs becomes essential. By evaluating 9 measures of job satisfaction at the time of application, ComparJobs will help you identify employees with the greatest potential compatibility with your company.

Of course, you will still have access to more traditional resources, like the candidate's CV or a link to their LinkedIn profile. But you will also be able to consult our analysis sheet, which shows the compatibility between the available position and the candidate's objectives:

  • Will the candidates be motivated by the professional challenges and the tasks involved with the job? Will they put their skills to good use?
  • Will candidates share their immediate supervisors’ professional values? Will they get along with their future colleagues?
  • How do the conditions offered (salary, benefits, vacation time, etc.) compare to the job seekers’ expectations?
  • Will your work environment suit the candidates? Do they live close enough to your location? Will the workplace be easily accessible?

This information allows our algorithm to calculate an overall compatibility rating for each candidate. You can then use this rating to sort candidates, and you can consult a detailed view for each application that shows the positive aspects and points to keep an eye on.

In short, ComparJobs will provide additional relevant information to help you make the best possible selection of candidates for interviews. It will also help you determine the points that need confirmation at the interview stage.