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At Censia, we’re continuously working to make our Talent Intelligence Platform better, faster and more intuitive for you.
Here are a few recent updates we’ve made to help you and your talent team thrive:
Censia continues to expand search capabilities focused on candidate diversity. Censia TI users are now able to search for Hispanic or Latino candidates, in addition to existing Diversity sub-filters for Black/African American, Female, and Military/Veteran candidates.
Using this search criteria, recruiters can more effectively tap into the Hispanic candidate pool which accounted for over 18% of the US labor force at the end of 2020.
Inbound applicant resume parsing for SAP SuccessFactors, SAP Fieldglass and Greenhouse is now available. This add-on can help improve candidate profile data consumption for a faster slate generation and improved ranking of inbound candidates in a slate.
Talent teams will be able to surface their Inbound’s candidates data and profile details faster and produce a more accurately ranked inbound slate, which will save time in toggling between the ATS (to see new applicant resume data) and Censia TI when building candidate pools. #TimeSavings
Wondering what the total available candidate pool on a slate might be? The new Market Availability Counters will show you the number of people in a slate, and dynamically update as the slate is refined. Get full visibility into the size of your potential candidate pool in an instant.
We have updated our standard CSV export format file. The updated CSV format places each piece of information (phone number, email(s), social links, etc) in a unique cell, making it easier to adapt to the needs of other systems and applications.
Furthermore, we now include contact information verification status as part of the CSV export information (e.g. “phone number valid” or “phone number inconclusive”).
Last month we launched Role Sharing, for better team collaboration. This month, we’ve added notifications when further actions are taken on a shared role.
Notifications occur when another user closes, re-opens, or leaves a shared role. Users are also notified if there’s a model (search) change in the shared role to keep the team up-to-date on what’s happening with that role.
We have combined the ‘Position Title’, ‘Seniority’, and ‘Function’ model inputs into a new search input called “Experience”.
This allows users to search based on organizational function and evaluate candidates on their aggregated past professional experience providing a more contextualized and accurate picture of candidate quality, rather than on position titles which may limit the ability to find qualified talent. It’s a natural continuity in the way recruiting thinks about past professional experience.
Users can now see full terms by hovering over the abbreviated tag on a slate. This update also prevents words from being cut-off in slate-view (such as company names).
Our platform currently has a search input selection that allows users to exclude recent job switchers from slates. In this release we’re adding a recency slider to that search input selection. The slider allows users to set how recent the candidate must have switched/started a new job. Options in the slider include 3m, 6m, 9m, 12m or 24m.
Since a ‘Job Switcher’ means different things to different seniority roles and to different recruiting teams, we’re adding this slider to give our users more flexibility and control the slate/pool view to what they consider a ‘recent’ switcher.
Censia Talent Intelligence is a comprehensive data platform that enables enterprises to find, develop and retain the best talent in the world by allowing data-driven talent decisions. We hope these updates will help make your team’s recruitment work faster and more efficiently and that it will free the time to do what they do best: making meaningful connections with the right people.