Candidate Guru

Owned by Former user (Deleted)
Last updated: May 30, 2018 by Jakub Mormul (Unlicensed)
3 min read

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This tool has solely been researched by the WilsonHCG Innovation team


Summary:

For Pre-Hire

  • Predict Candidate Fit: Rank your candidate pool based on manager, team, or organization fit.
  • Build the Right Pipeline: Use the technology on passive candidates so you have your next hires ready.

For Existing Employees

  • Get Teams in Sync: Optimize and organize teams based on who works well together.
  • Manage Risk: Predict how long employees are likely to stay so you know who’s at risk and can take appropriate action.

Additional Resources


Technology Demo Notes

5.25.2018 Call #2 Notes & outstanding questions

  • Uses AI & Machine Learning

  • HM, Culture, Engagement, Tenure (algorithm), Skills (JD vs. Resume/LI Profile; algorithm)

  • 75-100 within dataset

  • Search public domains for profiles

  • System to match candidates to companies

  • Based in Miami in 2014, but still early with their current product

  • Uses candidate name and address, or resume or LinkedIn profile to compare attributes to the manager, team, and organization (tenure fit)

  • Initial Fit Score: Candidates are scored upfront to reduce the number you need to speak to

  • Supposedly they have a proprietary database of thousands of attributes on every working american (what data source(s) is this?)

    • What data sources do you use?

  • US only for manager and team fit

  • Can either integrate into ATS or you can upload candidates directly into CandidateGuru

    • Which ATS’ do you integrate with?

  • Can push score back into the ATS to avoid using Candidate Guru interface

  • Customer puts in the manager and team members for each company

  • LinkedIn plugin allows you to submit a candidate to Candidate Guru in Chrome

  • Future acquisitions in process to provide assessment functionality beyond the current initial scoring (e.g. personality fit, skills fit)

    • Which acquisitions have you made since July 17?

  • Overall Opinion: The fact that it is US only makes it questionable. Also, to be truly useful I think we would need one instance for each client and it would need to be integrated into their ATS. Otherwise we are importing CSV files of candidates on some routine basis to get their scores calculated and it is not a true real-time tool. They say they have names and addresses of every US worker with thousands of attributes for each person. What kind of data source could that possibly be? I know there's census data, but I can't imagine how that would help with Job fit. I'll look around the BLS site and see if I can figure this out just out of curiosity. Overall though, if we had a US client who wanted some sort of fit scoring upfront to eliminate some volume of phone screens, it could be worth a try.

    • Last we spoke:

      • Tool for the US only. Is this still the case?

      • Separate instances would have been necessary for each client - synced to their ATS’. Is this still the case?

      • “Names and addresses of every US worker with thousands of attributes for each person.” What kind of data source could that possibly be?

    • Branding of outreach?