You need the right data at the right time to speed the recruiting process. This requires the proper tool sets to use at the appropriate times for virtually any given scenario. PeopleFilter provides its users with a number of features that combine to streamline the candidate selection process by collecting appropriate data from candidates and then displaying that data in a meaningful way. PeopleFilter can collect relevant data from job seekers, score the collected data based on pre-defined criteria, and then display the data and the score in meaningful formats. Top candidates are identified instantly that can speed the process to interview and eventually hire.

An application process does not need to be the same to be consistent. For some positions, an employer may feel that it is appropriate to collect minimal information beyond just the resume. Taken further, it might be justifiable to ask a candidate a single critical question before asking them to complete an entire application. PeopleFilter supports a flexible application process through the configuration of the following “Flex App” modules:

• Contact Information - Field level inclusions and exclusions.
• Resume Collection - Upload, Paste, or Create a Resume. Can parse resume content into data fields, minimizing data entry.
• Skill/Competency Profiling - Candidates identify their job-specific knowledge and experience.
• General Questions - Groups into multiple pages, custom instruction set available for each page.
• Knockout Questions - Changes the candidate experience, marks the candidate with an icon, and can (optional) trigger business rules.
• Scored Questions (Simple Scoring, Algorithmic Scoring) - Can be used for behavioral content, knowledge testing, etc.
• Regulatory Questions (EEO Surveys) - Data not displayed to the recruiter.
• Work History Detail - Includes additional data fields such as supervisor name, and reason for leaving.
• Education Detail - Standardized selection for degree, field of study.
• References - Customized Fields.

Each business segment of the organization (Divisions, Departments, Locations, etc.) can define a default candidate experience. This data collection process can also be custom-defined for any individual position. This process is primarily supported in PeopleFilter through the use of its Skills Library or Resume Scoring functionality.

PeopleFilter uses this concept technology in three ways. First, it places a percent of match score on every resume that arrives for a position. Secondly, recruiters can proactively search for terms and know that the results will be intelligent and nuanced. Lastly, when a great resume is discovered, the PeopleFilter System’s “More Like This” function will compare it to every other resume in the system and display those that have similarities, with the most similar at the top of the list.

Candidate Profiles vs. Resumes
Using the PeopleFilter 13,000+ Skills Library to quantify a candidate’s experience gives us the ability to precisely score candidates against opportunity profiles before you've spent a single minute looking at a candidate. Candidates are instantly matched and percentage-ranked displaying the best qualified at the top of the list.

There is no time-consuming review session of the entire stack because you already know who has the most relevant experience. And now you know how much experience the candidates have as well, and you know how proficient they are at each skill. The system presents a complete, efficient and consistent representation of each candidate all in one comprehensive accessible data base. PeopleFilter looks at ALL the candidates so you only have to look at the best, most qualified candidates.

Building candidate profiles allows you to retrieve specific, meaningful data that a recruiter can work with. While PeopleFilter still offers resume keyword searching, this added layer of candidate analysis allows you to avoid irrelevant resumes that require valuable time to review and are a significant drain on your internal resources.

Candidate Relationship Management
PeopleFilter features a powerful campaign management tool which provides employers with the capability to target email campaigns against the database of candidates collected based on profile data. Employers understand the investment made in recruiting good talent and the importance of leveraging that investment to support future recruiting efforts. One way to leverage that investment is to build a talent pool of candidate information from each recruitment campaign and maintain relationships with those individuals. This type of advanced targeting is supported by:

• Extensive data targeting based on skills, jobs applied for, dates, salary, education, geography, answers to any question asked during the application (except EEO surveys)
• Messages with HTML and text versions sent dynamically depending upon the candidate’s preference
• Tracking of clicks and views
• Event messages for open houses and job fairs that incorporate times, dates, and informational links in addition to distributing other corporate hiring event information, newsletters, or new opportunities as they become available
• Branding consistency: When a candidate responds to an advertisement that contains specific graphic images, future messages can incorporate those images.

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