Compare candidates fairly
Use comparable requirements, then return to the evidence behind differences.
At least two relevant candidates and access to their applications. Prefer the same job and criteria version.
On this page
A guided view of the actual product controls. Move step by step or play the walkthrough.
Start with comparable candidates
The actual comparison view places candidates side by side. Prefer the same role and requirements.
- Start with comparable candidates
The actual comparison view places candidates side by side. Prefer the same role and requirements.
- Keep gaps visible
A missing value is not a demonstrated weakness. Initial profile information and interview evidence are different inputs.
- Return to the evidence
The hiring decision belongs in the candidate workflow, with human reasoning. A highlighted comparison value is not a hiring instruction.
Read the complete walkthrough
- Start with comparable candidatesThe actual comparison view places candidates side by side. Prefer the same role and requirements.
- Keep gaps visibleA missing value is not a demonstrated weakness. Initial profile information and interview evidence are different inputs.
- Return to the evidenceThe hiring decision belongs in the candidate workflow, with human reasoning. A highlighted comparison value is not a hiring instruction.
Step by step#
Open the comparison
Use Compare in Candidates or the job’s comparison view. Select up to three candidates.
Check what is being compared
Confirm that the role and requirements are comparable. A CV-derived initial match and an interview report are different kinds of information.
Inspect differences
Read requirement-level rows and missing information. A highlighted value is a visual aid, not an automatic recommendation to hire.
Review evidence before deciding
Use Review evidence to open the candidate. Check original answers, then record the human decision and reasoning in the candidate workflow.
A comparison you can explain#
A candidate with less evidence should not be treated as having demonstrated less ability. If the questions or role versions differ materially, resolve that limitation before relying on a side-by-side view.
The numbers look decisive#
Do not compare unrelated roles or replace evidence review with an overall number. The staffing pilot deliberately uses five information states and recruiter approval instead of an automatic overall suitability score.