Censia

Owned by Tom Sosnoski (Deactivated)
Apr 13, 2020
3 min read

This tool has solely been researched by the WilsonHCG Innovation team.

 

Summary

Censia

Recruiters need the most powerful tools possible to win today’s race for talent. Censia’s Talent Intelligence Platform brings data science and predictive capabilities to make the most seasoned recruiters more efficient and boost the capacities of the most junior staff, eliminating manual work for everyone. Model The Ideal Candidate and get a ranked slate of top matches in minutes, and start interviewing in days.

Rather than starting with keyword search from a job description, model The Ideal Candidate using real people to develop an unbiased, performance-based profile of the perfect hire.

To power Censia Talent Intelligence we built a highly scalable data platform and invested hundreds of millions of profile records on talent, from thousands of global data sources.

 

Demo Notes

04/08/2020

  • Source relevant candidates for jobs using publicly available databases and sources to compile candidate profiles that are sorted & matched to role requirements 

  • Overcomes limitations to traditional practices like Boolean searches and limitations for sourcing passive candidates (who might not be looking for a new job and are harder to find) 

  • Reduce Recruiter times wasted on sorting through unqualified candidates (upwards of 88% of a standard applicant pool) 

  • Passive sourcing is upgraded by avoiding typical searches that every Recruiter is using (ie. they’re all finding the same candidates because they all search the same way) 

  • Many Recruiters limited in knowing what similar roles are to something they already know (everyone knows what a Data Scientist is, but maybe not more specific versions or roles similar enough to be qualified for that - relevant skill sets) 

  • Can also take into consideration that VP at Wells Fargo is different from a VP at a startup, for example 

  • This is assessed by emphasizing the score balance on skills, rather than titles 

  • Candidate rediscovery feature is also useful for assessing if a candidate's experience has grown over time and they’re now qualified where they weren’t before (if they applied before, they may still be interested and it’s a quick and easy hire) 

  • Can filter candidates by Male, Female, or military/veteran (more filters to come for diversity hiring)

  • GDPR/Privacy Compliance

    • Only uses publicly available information

    • ATS consent from each candidate is also displayed (using our consent processes, but it records their answers for future RC’s review - can filter them out in future searches)

 

Data Resources/Requirements

  • Outside data provided within Censia’s offerings, but also able to use your ATS or CRM data, as well as any other data sources you have access to

  • Verifies multiple data points to assess if a person on one platform (LI, for example) is the same as another person (voter registry, for example) 

  • ATS integratable, so it can pull your Reqs into its system 

 

Customization Options

  • Can be adjusted to exclude people who shifted jobs recently or too frequently, etc. 

  • Very customizable, adjusting weights of requirements (skills over titles, etc.) 

  • Individual rules can be set up for anything you want to adjust in the scoring process 

 

Pricing

  • How it’s set up affects pricing 

  • Some clients are staffing agencies and we do a per-seat license fee 

  • 1 price unlimited user (TBD based on consultations – roughly $36,000 per 50 users) or per seat ($4000 per seat annually)