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Our last article explained how inkscroll’s approach differs from the traditional initial screening of CVs.
Diving into the detail, we reviewed 23 applications which were purely based on CVs – no application questions asked. When we looked at their Qualify to Apply results, including how well they matched the job requirements, of which there were twenty, it became clear: none of the applicants should have applied to the position unless the job requirements were revised.
inkscroll is built on two-way transparency. Every candidate was notified when their information was processed, their match score generated, and the decision made by a real human reviewer.
While we can’t stop jobseekers from sending speculative applications, we can save time, improve communication on both sides, and show clearly why a candidate is or isn’t a good fit before the interview stage.
Jobseekers can use inkscroll to compare their career profile to the job requirements and see see which talent pool they are within the talent pipeline.
HR and talent acquisition teams can use inkscroll alongside their existing hiring process to add a layer of smart, human-final-decision screening that assists decision making from the start.
