We are Oklahoma-based, with global capabilities. Our web-based, SaaS (Software as a Service) leverages Data Science and automates the prescreening process to deliver the top 2% of job seekers for any job.
Candidate Tools is web-based, SaaS (Software as a Service) that leverages Data Science and automates the prescreening process to deliver the top 2% of job seekers for any job.
Candidate Tools profiles are automated, so job applicants are prescreened before hiring managers waste time reviewing resumes.
Unlike resumes, Candidate Tools profiles provide hiring managers with valuable skill and behavior information about job applicants.
Candidate Tools profiles contain skill and behavioral data, specific to prospective employers' jobs. In fact, Candidate Tools profiles contain 10x - 50x more data points than resumes.
We believe that data becomes useful information only when it is contextualized. Contextualized data speeds decision-making by automating what is "machine" responsibility and leaving the "human" element of business intact and unimpeded.
Our web-based SaaS combines two tiers of decision-making (machine and human) into one tier that can be automated and provide holistic, humane cost-savings, task optimization to any company's hiring process.
Key takeaway: we LEVERAGE DATA, Not intuitION
On average, about 250 applicants apply for each job posted online. Of the 100% of those who apply, only 42% will meet the most basic requirements of the position. About 2% of the original applicants will be invited for in-person interviews.
These statistics mean that company representatives are reading mountains of unqualified resumes to find skill matches and only intuiting behavioral matches.
Candidate Tools quantifies success, measures skills and behavior without investing company employees' time to review unqualified resumes. In addition, our software selects the top 2% and simply delivers them to one or multiple company email addresses.
Key takeaway: we are a 'delivery engine', not a search engine
Traditional prescreening methodology, treats all in-bound resumes from job seekers as Candidates for open positions. Candidate Tools does not.
Instead, Candidate Tools has a tiered approach to in-bound job seekers. In fact, we do not consider in-bound job seeker as "Candidates". We automatically prescreen in-bound job seekers for skills and behavior. Only the top 2% are considered "Candidates".
The remaining 98% are classified as Applicants who do not meet the designated criteria or Applicants who meet the criteria.
Candidates are interviewed. Applicants are stored in a database and/or sent an immediate response email.
Our software optimizes computers for redundant tasks, which frees human workforce hiring specialists to engage prospective employees without the burden of paperwork, like resumes.
We do not view human labor as a simple a cost center. Human interaction and nuanced communication are vital to business-- particularly prospective employees.
Our software is designed to work in parallel with your current human and computer prescreening and hiring process.
Key takeaway: ENHANCING THE HUMAN/computer BOND
Leonardo da Vinci is credited with creating the first resume in 1482 for the Medici family who prescreened him for patronage. The prescreening and hiring process has not changed since-- until now.
Today, Candidate Tools automates the process of prescreening potential employees with Data Science. Resumes are not necessary.
The year 2022, like 1482, is the beginning of a revolution in prescreening job seekers, but Candidate Tools automates the process so your company is not stuck in the 15th century.
Key takeaway: Traditional resumes are outdated
Key takeaway: we use data-driven decision making
Many prescreening software packages simply administer, outdated standardized tests to job applicants. We go beyond testing to measure skills and behavior with prescriptive and predictive data analytics.
Our algorithms prescreen job applicants faster and more effectively, eliminating the friction of testing. Also, we don't guess. We provide data analytics to show which job applicant will be the best behavioral fit for our clients.
In fact, Candidate Tools selects only the top 2% of applicants before humans invest time in reading resumes, saving our clients time, money and human resources.
Unlike many companies, we know the difference between true AI, Machine Learning and simple Data Analytics. Without the requisite 10-million+ records needed to effectively do AI in our space, we do not claim to be AI-capable for all engagements.
However, we can integrate with Machine Learning and AI-ready systems without APIs or exotic parity set-ups.
Our SaaS software is limited only by the number of records in a client's database or in-bound at a client site.
Key takeaway: WE DON'T BRAG ABOUT AI
Hiring decisions are valuable data points that can be analyzed for consistency, accuracy and judgement. And, as with all data, bias can be a simple, correctable error.
Therefore Candidate Tools can measure and analyze bias dispassionately as a fact and NOT as a client's values.
This key differentiator means that we can help you improve hiring practices without the cloud of discrimination looming as a threat.
In fact, Candidate Tool's process is absolutely objective and has lead to extraordinary success in hiring diverse workforces.
Key takeaway: all bias is not discrimination