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.

On the other side of the spectrum, some candidates might generate a large volume of candidates and require the collection of more career detail.

Just some of the available PeopleFilter Flex-App modules for candidates include:

• 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.

back to candidate analysis