Find your next shortlist in the candidates you already have.
Compare the candidates you already have against clear role criteria. Review the reasons and missing information behind each recommendation. External recruitment and shortlisting are available on request.
Which candidates deserve a closer look?
Agree what matters for the role, find relevant people in the accessible pool and understand why they were recommended. Bring the recruitment question directly; internal competency mapping is not a prerequisite.
Make the criteria part of the conversation.
Describe the requirement.
Start with the role in ordinary language. Agree the criteria, relative importance and eligibility requirements for the search. Skills, experience, location and availability are useful only when they are relevant to the work and supported by the data in scope.
Inspect the scorecard.
EVA Talent Matching makes criteria and weights readable alongside candidate comparisons. Inspect the evidence and missing answers. A match score is a configured comparison, not a probability of success.
Resolve the gaps.
Agree targeted follow-up for examples, interest or availability. Recruiters and hiring managers review the responses. Interview and approval workflows are scoped separately.
A shortlist with questions worth investigating.
Use the scorecard to focus discussion on role-relevant evidence, rather than accepting a rank without explanation. Agree how missing information and mandatory requirements will be handled before using the results in your process.
A decision in practice
Illustrative. Synthetic data.
| Criterion | Information available | Review action |
|---|---|---|
| API integration experience | Candidate describes a completed integration | Examine their contribution and the result |
| Production delivery | Not evidenced in the supplied profile | Ask for a relevant example |
| Required start window | Not confirmed | Request current availability |
UNDP reports shortlists in under one hour using EVA's matching capability. That result comes from its configured deployment; setup and delivery for a new candidate pool are scoped separately. Read the UNDP customer account
- Shortlists in under 1 hour with EVA Talent Matching
Start with your shortlisting requirement.
External recruitment and shortlisting are scoped and priced on request. Bring one role and a representative candidate pool. We agree parsing, storage, screening criteria, data access and the delivery process before quoting. EVA Competency Mapping is not a required first project.
- Bring to the first discussion
- One live role, the size and source of the existing candidate pool, your ATS and the current shortlisting process. Describe the pool in Talk to EVA; agree a secure route before sharing candidate records.
- Agree what a useful evaluation must establish
- Compare a representative sample with your current review process. Test required criteria, missing data and changed weights, then agree shortlist acceptance, recruiter effort, integration operations and the commercial package.
Bring the role, existing candidate pool and the review you need to improve.
For your business case
Get more value from the candidate pool you already paid to build.
Before commissioning another sourcing campaign, find out whether relevant candidates are already in your accessible pool. EVA Talent Matching combines a natural-language requirement with visible criteria and weights, so recruiters and hiring managers can examine a shortlist together and focus follow-up on the evidence that matters.
Measures to agree before starting
Agree a baseline, target, owner and review period. These measures are for your evaluation; they are not promised results.
- Time to an accepted shortlist
- Measure from the agreed brief to the hiring manager's reviewed shortlist, including recruiter review and rework. Search speed alone is not the outcome.
- Existing-pool contribution
- Track reviewed candidates and hires originating from the existing pool. Use consistent role criteria and compare with your current process.
- Sourcing cost actually avoided
- Count agency or sourcing costs only where the spend was genuinely avoided. Include EVA, integration and review effort in the comparison.
Build the case with the right people
Ownership varies by organisation. These are useful starting points for the conversation.
- Potential budget owner
- A TA leader, business-unit hiring owner or Finance leader responsible for hiring delivery and external recruitment spend.
- Working champion
- A hiring manager or business programme lead facing a hard-to-fill requirement, alongside recruiting operations running the evaluation.
- Decision and control partners
- Recruiters own candidate handling; hiring managers own selection. ATS/data owners confirm access and fields, with HR, privacy and Procurement involved in the intended use and purchase.
The published evidence describes a specific customer deployment. It is not a guarantee of your shortlist time, savings or ATS integration.
Questions before you start.
4 questions to explore
Can we start directly with recruitment and shortlisting?
Yes. Start with your role and candidate pool. The proposal confirms the matching scope, data preparation, screening criteria and any integration or additional assessment costs.
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