Candidate Comparisons

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Censia Talent Intelligence The Secret to Hiring Amazing Remote Managers

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Candidate Comparisons

There is an opening in the organization. This opening requires a particular set of skills, education, and experience. To be considered are two candidates: Candidate 1 and Candidate 2. Compare these candidates below to determine which would make for the best fit.

Candidate 1 has been employed in a role for the discipline and earned a degree from a reputable school. In addition to these qualifications, she worked part-time in a related position since she was 16 years old. She has five years of job experience.

Candidate 2 began working at a related job when he was 18 years old but hasn’t earned his degree yet. He worked as an executive assistant to the director of his alma mater’s program beginning when he was 20. He is working to earn his degree but has only one year of job experience.

The job requires skills, education, and work experience to be performed. The fact that Candidate 1 earned her degree while Candidate 2 still hasn’t even graduated shows that Candidate 1 possesses more job skills than Candidate 2. In addition, both job candidates had job experience prior to being hired. However, Candidate 1 worked part-time beginning when she was 16 years old, while Candidate 2 waited until age 18 to begin working. This shows that Candidate 1 has more education and career experience than Candidate 2.

Based on the information above about job skills, job education, and job experience being extremely important, it becomes clear that the candidate who would make for the best fit is Candidate 1; due to her having more extensive knowledge of what is required for the job.

Choosing the Right Person for the Job

It is crucial to find the right person for the job and the right job for the right person. Whether an employee is the right fit or not, we do know that having the right people in the right jobs fast-tracks businesses and achieves organizational goals.

The right person for the job is not just the right experience and degree. They should fit a company’s culture and values, have a high work ethic, and handle shift hours if there are any. There are many reasons why people do not stay in a job long-term or come back after being gone from it for a while.

Here is a list of common reasons: wrong career choice, wrong person for the right job, bad boss/bad fit with co-workers, need more money, better opportunity, change in life status or life stage – e.g., going to college full time vs. part-time or having children.

For example, if a college degree is needed for the job but the right candidate has eight years of experience instead of 10, hiring someone with the proper education may be better than the right amount of experience.

Even though hiring managers choose the people for jobs, sometimes it can be hard to find that perfect right fit. During times of economic growth or crisis, many companies do not have active recruiting programs in place, which means there is no job opportunity available. Even during active recruiting periods, not all opportunities get filled because some candidates are unwilling to move to another city or commute long distances due to family obligations, personal preferences, or health issues.

What if the right person for the right job is already employed? If current employees want to be considered open jobs, the hiring process must be transparent, fair, and efficient. Candidates need enough time to apply, interview and potentially make a move if the right opportunity arises. The hiring process should include:

  • An accurate job description
  • Well-outlined job requirements
  • Clear instructions on applying
  • Clear instructions about the next steps (including timeframe)

Regular communication with candidates throughout all stages of recruitment and engagement – including new hire’s reference checks if required. Finally, the right offer needs to get extended promptly after a decision is made.

Screening Process

‘We’re Hiring!’ – You may have heard that phrase a lot lately. Whether you own your own business or work for a large corporation, recruitment has become an essential part of worldwide recruitment. But what exactly does recruitment mean? Well, recruitment can be defined as selecting and hiring employees with the required skills, talents, and qualifications to fill specific positions within an organization. The recruitment process involves several stages, such as screening, resume screening, and interviewing. Screening is one of the first steps employers should take during recruitment. It enables companies to reduce their number of applications by directing those unsuitable for the job to other positions and even other companies. The screening process will also help employers save time by finding the right candidate who is the perfect match for that specific position.

Candidates should be screened based on their skills, qualifications, experience, and knowledge. Once all resumes have been thoroughly screened, employers may feel overwhelmed selecting the best candidate from many options. But don’t worry because different strategies can help shorten that list to make recruitment easier. Here are some recruitment strategies that can help you find the right employees who will be relevant to your business!

Proactive recruitment strategies enable employers to meet potential candidates in advance to ensure they’re interested and qualified. These recruitment strategies allow employers to secure their place as industry leaders since these candidates will already know why they want the job! That means less time chasing after prospects that may not be suitable for your position after all.

One of the most popular recruitment strategies is a reactive recruitment strategy where employers find new talent by responding directly when someone submits an application or resume. Another type of recruitment strategy known as proactive recruitment aims to find job seekers before applying for a role. This way, employers can secure high-quality talent before the competition finds them.

Employers who want recruitment to be as efficient as possible should take advantage of recruitment technology that allows them to screen profiles and resumes by keyword matching. Furthermore, recruitment software can also be used for recruitment purposes where employers would have access to tools that assist in screening large groups of applications without being overwhelmed. This ensures you find the best candidates out there!

Candidates who don’t meet minimum qualifications or those with no relevant experience may need to go through a process known as pre-screening (or prescreening). A recruitment company will specifically look into skills, and knowledge applicants must possess to continue their candidacy. It will also allow recruitment companies to prioritize applicants by first screening those considered for top positions.

So, should you choose a recruitment strategy for your business? If the recruitment is done right the first time, employers can save money, resources, and time!

How To Compare Candidates

When you have more than a handful of candidates to assess, one-by-one just does not cut it anymore. How can recruitment professionals compare multiple applicants and rapidly assess them for a given role? With the application process reduced from months to only a few weeks, recruitment must be handled very swiftly and concisely. Each applicant’s details need to be collected as quickly as possible using an online recruitment system or other data capturing method to speed up the recruitment process. Once the information has been collected, additional tools may be used to compare candidates – software that will help screen out those applicants who do not have the necessary skills or experience. Using recruitment software, recruitment professionals can compare job applicants and sort them according to predefined criteria based on a particular set of skills. This will help the recruitment team save time and energy as those candidates that don’t have the required expertise will be screened out from the recruitment process.

With the market being extremely competitive, each firm tries its best in order to find good talent fast, and a good hiring strategy is the only way for every department’s success. In order to optimize the screening process, departments need tools on which they can rely on which provide a clear vision of one’s strengths and weaknesses. If you are looking at different ways how to compare candidates, then consider the following step by step guide:

1. Prepare recruitment process

To compare candidates, recruitment professionals need to ensure that the recruitment process is ready and defined as precisely as possible. Recruitment software may include a recruitment questionnaire. This questionnaire allows the recruitment team to vet the skills and expertise needed for a position or job advertisement. When comparing candidates, make sure all those criteria are included in the software. Suppose the recruitment process is not prepared well enough. In that case, the recruitment department will be unable to determine how many of those applicants have the required expertise as screening results might show too much irrelevant data, hindering the recruitment strategy. If relevant information is filtered out incorrectly, a company may miss the best talent because of the wrong data input during the comparison phase.

2. Collect applicant details

Once the recruitment process has been prepped, screening can take place. To compare candidates, recruitment professionals need to create an account within screening software and enter all the applicant’s details. Ensure you include all relevant information without filtering too much data. It might lead to missing out best talent just because of screening out specific crucial info required for the recruitment process.

3. Compare screening results

Once screening has been completed, all candidates’ profiles will display, allowing a quick overview of their strengths and weaknesses. This overview may support the decision-making process regarding who is likely to become an employee of the month or where available gaps can be filled with recruits suitable for these positions. This allows the recruitment department to save time as multiple applications can now be quickly processed together.

4. Screening results analysis

After screening has been conducted, it is time to determine whether the screening process was conducted properly or not. Results need to be assessed, and recruitment professionals should ensure that no gaps in the screening criteria were present, which might lead to missing out on valuable information about certain applicants. By screening out too many candidates with the expertise required for the position, the company’s screening strategy will fail, thus making the company miss out on the best talent because of poor screening procedures that didn’t incorporate all relevant data into the screening process.

If you want to compare candidates, consider using recruitment software that allows you to do so quickly and easily without any hassle whatsoever. This method will help you save both time and energy while still allowing you to find the best talent fast.

Hiring Assessment Tools

Hiring assessment tools help managers determine who should be hired from a pool of applicants. The hiring manager tests the top candidates and reviews their results with existing employees in similar roles. Companies use hiring assessments because they do not want to mistake hiring employees who will disrupt other workers’ productivity and waste company time and money. Hiring assessments help identify who will be a good fit for the company culture, and hiring assessment software helps make hiring decisions based on what matters: talent.

Several hiring tests are available in hiring software, including self-reporting tools like online personality tests and in-person group exercises. The human resource department must choose the proper hiring test that best fits their needs. For example, some hiring assessments focus more on cognitive ability skills, while others assess one’s ability to work within a team or independently. Some hiring tools also test for specific knowledge, such as Adobe Photoshop skills or Microsoft Word proficiency. Get an idea of which type of assessment is most relevant by thinking about your business needs before buying hiring assessment software.

There are hiring assessment tools to please every hiring manager, and the test you select should be one that your hiring team agrees upon based on what you need from a hiring tool. If there is not a consensus among hiring managers, then choose a test that can help determine whether applicants excel at their specific job duties such as customer service, sales, or coding skills for an entry-level applicant. Hiring assessments can also be used to find out if senior employees possess qualities desired in high-performing leaders, such as emotional intelligence and risk tolerance.

Many companies use hiring assessments to help them hire better quality workers than they would otherwise by using only gut feelings. A pre-employment assessment puts complex numbers to soft skills so hiring managers can make hiring decisions based on talent. This hiring software shows employers how to hire leaders, not employees.

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