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.