Candidate Comparison

Last updated 29 days ago

Guide

The Compare page helps you evaluate multiple candidates for the same job and compare their interview assessment results side by side.

You can compare candidates based on their Octo interview assessment, skills, experience, role fit, and other assessment dimensions to help make a hiring decision.

You can start a comparison in two ways:

  • From the Candidate page, where you can select up to two candidates for comparison.

  • From the Compare page, where you can select two, three, or four candidates for comparison.

Step 1: Start a Comparison from the Candidate Page

You do not have to open the Compare page first to compare candidates.

If you are reviewing candidates on the Candidate page and find a candidate you want to evaluate against another candidate, you can select the checkbox next to the candidate's profile.

Select the checkbox for two candidates and they will be added to the comparison.

Note: The Candidate page allows you to select a maximum of two candidates for comparison.

Step 2: Select a Job on the Compare Page

You can also start the comparison directly from the Compare page.

First, select the job for which you want to compare candidates.

Candidates can only be compared when they belong to the same job. If a selected job does not have any candidates, there will be no candidates available to compare.

Once you select a job, you can view additional information about it, including:

  • Role

  • Location

  • Client

  • Salary

  • Open Positions

  • Job Status

Step 3: Select Candidates on the Compare Page

After selecting a job, choose the candidates you want to compare.

From the Compare page, you can select two, three, or four candidates at the same time.

This provides more flexibility when you want to evaluate several candidates for the same position.

You can also search for a specific candidate by entering their name.

Step 4: Filter Candidates by Date

Use the date range filter to select a specific period and view candidates from that time range.

This allows you to narrow down the candidates available for comparison based on the selected date range.

Step 5: Filter Candidates by Status

Use the Status filter to narrow down candidates based on their current stage.

Available statuses include:

  • Octo Screened

  • Client Interviewed

  • Selected

  • Onboarded

Step 6: Review Candidate Profiles

You can open a candidate's profile from the Compare page to review additional candidate information, similar to the Candidate page.

You can review the candidate's information and assessment details, view their scores, and access their interview video.

Step 7: Compare Candidates

Once you have selected the candidates, use the comparison view to evaluate them side by side based on their Octo interview assessment and related candidate information.

The comparison includes information such as:

  • Candidate Name

  • Interviews

  • Potential Status

  • Match Status

  • Recommendation

  • Experience

  • Inexperience

  • Mandatory Skill Verification

  • Weighted Dimensions

Step 8: Review Weighted Dimensions

The comparison evaluates candidates across multiple assessment dimensions, with each dimension scored out of 10.

These include:

  • Domain Knowledge

  • Mandatory Skills

  • Practical Application

  • Outcome

  • Problem Solving

  • Decision Logic

  • Authenticity

  • Consistency Level

  • Role Fit

Step 9: Review Mandatory Skill Verification

Mandatory Skill Verification checks how closely the candidate's skills match the skills required in the job description.

It helps you understand:

  • Skills mentioned in the candidate's resume.

  • Skills required by the job description.

  • Which required skills match the candidate's profile.

  • The level at which the candidate demonstrates each matching skill.

The skill match is scored out of 10.

Step 10: Review Authenticity and Delivery

The Authenticity and Delivery Check provides additional insight into how the candidate performed during the interview.

Use this information along with the other assessment dimensions to understand the candidate's interview performance.

Step 11: Review Strengths and Gaps

The Strengths vs. Gaps comparison helps you identify areas where candidates performed well and areas where they may have limitations.

Use this section to understand the candidate's strengths, gaps, and overall suitability for the role.

Step 12: Review the Recommendation

The comparison provides a recommendation based on the candidate's current interview performance and assessment results.

The recommendation helps explain why a candidate should or should not be considered for the role based on their performance and fit.

Step 13: Take Action

After reviewing the comparison, you can decide what to do with the candidate.

Available actions can include:

  • Shortlist the candidate.

  • Schedule the candidate for an interview.

  • Hire the candidate.

  • Reject the candidate.

Select the appropriate action based on your evaluation of the candidate and the requirements of the job.

FAQ — Candidate Comparison

This FAQ explains how to compare candidates using their Octo interview assessment, skills, experience, performance scores, and recommendations.

FAQ Content

Q1. Can I start a comparison from the Candidate page?

Yes. If you find a candidate you want to compare while browsing the Candidate page, select the checkbox next to their profile. You can select two candidates and add them to the comparison.

Q2. How many candidates can I compare from the Candidate page?

You can select a maximum of two candidates from the Candidate page for comparison.

Q3. How many candidates can I compare from the Compare page?

From the Compare page, you can select two, three, or four candidates for comparison.

Q4. Do candidates need to belong to the same job?

Yes. Candidates must belong to the same job to be compared.

Q5. What happens if a job has no candidates?

If the selected job does not have any candidates, there will be no candidates available for comparison.

Q6. Can I search for a specific candidate?

Yes. You can search for a candidate by their name.

Q7. Can I filter candidates by date?

Yes. You can use the date range filter to find candidates from a specific period.

Q8. What candidate statuses can I filter by?

You can filter candidates using statuses such as Octo Screened, Client Interviewed, Selected, and Onboarded.

Q9. What information about the job can I see before comparing candidates?

You can view the job's role, location, client, salary, open positions, and job status.

Q10. Can I open a candidate's profile from the Compare page?

Yes. You can open the candidate profile to review additional information, similar to the Candidate page.

Q11. Can I watch the candidate's interview video?

Yes. You can access the candidate's interview video from their candidate information/profile to review their interview performance.

Q12. What factors are used to compare candidates?

Candidates can be compared using their interview assessment, potential status, match status, recommendation, experience, mandatory skill verification, weighted dimensions, strengths, gaps, and other assessment information.

Q13. What are the weighted dimensions?

The weighted dimensions evaluate areas such as domain knowledge, mandatory skills, practical application, outcome, problem solving, decision logic, authenticity, consistency level, and role fit. Each dimension is scored out of 10.

Q14. What is Mandatory Skill Verification?

Mandatory Skill Verification checks how well the skills mentioned in the candidate's resume match the skills required in the job description and indicates the level at which the candidate matches those required skills.

Q15. What is the Strengths vs. Gaps comparison?

Strengths vs. Gaps helps you understand where a candidate performs well and where there may be areas of concern when compared with the requirements of the role.

Q16. What does the recommendation tell me?

The recommendation provides an assessment-based explanation of why a candidate should or should not be considered for the role based on their current interview performance and overall fit.

Q17. What actions can I take after comparing candidates?

Based on the comparison, you can choose to shortlist, schedule the candidate for an interview, hire, or reject the candidate.