Check out the candidate experience

We invite you to try a first-hand experience as if you are a candidate applying for a job.

Our customers

Recruiting for the 21st Century

Problem

Today, people are hired because of a shining resume and a first impression, and leave because of relationship problems. 89% of employees leave their jobs because of soft skills issues. Candidates are invited to interviews only based on hard factors such as experience, education and skills.

Solution

softfactors is a recruiting solution that measures and compares both resumes and soft skills. It looks at qualifications, work experience, social skills and personality of applicants and compares these with the requirements of the job opening, using a set of competencies and pre-defined job profiles.

The softfactors Platform

The Magic Matching

The softfactors matching platform consists of different modules that either can be used as a whole or in its parts. It comes as a software as a service (SaaS) in different languages (currently: English, German, French). A combination of Ability Testing, Personality Style Questionnaires and Interactive Exercises based on 26 Competencies are the core of the matching algorithm.

Soft Skills Matching API

An open API allows other platforms such as ATS, job boards or other recruiting systems to include the softfactors matching in their environments.

Recruiting CRM

softfactors has basic ATS functionalities, focusing on the sourcing of candidates. It measures from which source best candidates come from.

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The Why and the Who

Why considering softfactors?

  • Reduce bad or wrong hiring by better quality decisions
  • Increase quality and speed of hiring
  • Data and evidence driven decision making in hiring
  • Objective second opinion on candidates (assessment)
  • Support tool to show competence towards line management
  • Cloud based solution of assessment instruments, ATS functionality and video interview, worldwide and multi lingual

Who benefits from softfactors?

  • Inhouse Recruiters
  • HR Business Partners
  • Head of HR
  • Line (Hiring) Managers
  • Recruiting Companies (white label)
  • Job Boards and Social Media Platforms (softfactors match API)
  • Application Tracking Systems (softfactors match API)
  • Applicants and Candidates

softfactors Recruiting Suite

Long List

Hard Factor Fit

Soft Factor Fit

Comparing Candidates

The softfactors matching algorithm automatically compares specifically defined job requirements with all candidate profiles. The result is a ranking of all the candidates in a long- and shortlist.

Various comparisons – like the Overall Fit, Hard Factor Fit and Soft Factor Fit - provides relevant information for a preselection. Identify unsuitable candidates early and reject them automatically and with and individualized report.

softfactors Step-by-Step

Step 1: Define Job Requirements

Choose a ready-made template from a broad and practical job-library. Fine tune (possibly together with your hiring manager) the recommended competencies, based on your specific requirements; sharpen the set of specific skills, abilities, experiences and personal attitude that you want to see in the position to achieve corporate goals.

Step 2: Convince through an innovative candidate experience

All applicants for the position go through an interactive online application that takes 15 to 20 minutes. The initial screening of their hard- and soft-skills is achieved, using five assessment instruments. You may choose, whether immediately after their application, the candidates receive an automatically generated feedback report, or not.

Step 3: Compare candidate profiles with requirements

The softfactors matching algorithm automatically compares your specifically defined job requirements with all candidate profiles. The result is a ranking of all the candidates.

Step 4: Screen candidates

Various comparisons – like the Overall Fit, Hard Factor Fit and Soft Factor Fit - provide you with relevant information for a preselection. Identify unsuitable candidates early and reject them automatically and with and individualized report.

Step 5: Assess the pre-selected candidates

Check your pre-selected candidates in a 1.5 hour online assessment. Using seven unique instruments, the softfactors algorithm produces an individual score per candidate. The softfactors score identifies the best person for the desired requirements. This helps you as a well-founded, un-biased second opinion or as preparation for the interviews.

Step 6: Interview decision-relevant information

Now you will get a personal image of your candidates. The information of the softfactors recruiting suite allows you to carefully target your interview questions. Optionally synchronous or asynchronous video interviews are possible from within the recruiting suite.

Convincing and innovative candidate experience

Understanding the Job

Recognizing Emotions

CV Questions

All applicants for the position go through an interactive online application that takes 15 to 20 minutes. The initial screening of their hard- and soft-skills is achieved, using five assessment instruments. You may choose, whether immediately after their application, the candidates receive an automatically generated feedback report, or not.