Rate Candidates

Overview

Star ratings give you a simple but powerful way to assess candidate suitability. On a scale of 1 to 5 stars, you can rate candidates based on their resumes and overall fit for the role. This makes it easy to compare applicants at a glance and focus first on the top-rated ones.

To further streamline evaluation, Kingsley—your AI assistant—can automatically generate ratings by comparing candidate resumes against your internal job description. These AI-generated ratings appear in blue and include a justification note, helping you understand why a candidate was scored the way they were.

How to Rate Candidates:

1. Access Star Ratings

• From your job posting, locate the candidate table.
• Look for the Rating column, which shows stars from 1 to 5 for each candidate.

2. Manually Assign Ratings

• Open and review each candidate’s resume.
• Assign stars based on suitability:
  • 4–5 stars → Strong match for the role.
  • 2–3 stars → Partial fit or less qualified.
  • 1 star → Not a fit.

3. Sort Candidates by Rating

• Use the sorting feature to reorder candidates, placing the highest-rated at the top for faster prioritization.

4. Leverage Automatic Ratings by Kingsley

• Kingsley analyzes resumes against the internal job description on your Find & Evaluate Talent tab.
• AI-generated ratings appear in blue and include a justification note.
• To trigger a new AI rating manually, click the Appraise button next to a candidate’s rating.

Why This Matters:

Star ratings create a consistent, visual way to compare candidates and streamline decision-making. By combining manual input with AI-powered analysis, you can:

• Quickly identify the strongest candidates.
• Maintain fair and structured evaluations.
• Save time by letting Kingsley highlight promising applicants.
• Ensure every candidate receives consideration based on job-specific criteria.

Use Cases:

• Recruiters: Prioritize top candidates when handling large applicant pools.
• Hiring Managers: Quickly filter applicants down to the most promising profiles.
• Agencies: Standardize evaluation criteria across multiple roles and clients.
• Small Teams: Use Kingsley ratings to save time when resumes are high in volume.

Best Practices:

• Review thoroughly—use ratings as a decision aid, not a replacement for resume review.
• Be cautious when relying solely on AI ratings; they reflect resume-to-description matching only.
• Update ratings regularly as candidates progress and new information becomes available.
• Use the sorting feature to keep your focus on the highest-priority candidates.

What Happens Next:

Once ratings are applied:

• Manual or AI-generated ratings appear in the candidate table.
• Sorting ensures top candidates are always visible first.
• Kingsley’s justifications help explain AI scoring for transparency.
• Ratings remain tied to candidate profiles, so you can revisit and adjust as needed.

With Rate Candidates, you gain a clear, structured, and efficient way to evaluate applicants—helping you focus your attention where it matters most.