How Copilot Evaluates CandidatesUpdated 2 months ago

Overview

While traditional recruiters are reading emails, Copilot is methodically evaluating candidates using the same rigorous approach a manufacturing hiring manager would. Here's how Copilot thinks about each candidate to determine if they're a strong match for your role.

What Copilot Considers

Recent Experience Matters Most

Copilot places the heaviest weight on what candidates have done in the last 5 years. Just like an experienced hiring manager, it knows that recent, relevant experience is the best predictor of success. For example, when evaluating a maintenance technician candidate, Copilot will value their current experience troubleshooting Allen-Bradley PLCs more heavily than similar work they did 8 years ago.

Technical Skills & Knowledge

For each required skill in your job posting, Copilot:

• Evaluates demonstrated experience level
• Considers how recently they've used the skill
• Factors in relevant certifications and training
• Looks for supporting evidence in both resumes and screening conversations

Copilot is manufacturing-focused, so it understands the difference between someone who can "use" a CNC machine and someone who can actually program one. It won't be fooled by vague claims or keyword matching.

Environment & Culture Fit

Copilot analyzes whether candidates have worked in similar manufacturing environments by looking at:

• Industry sector alignment (e.g., automotive, food processing)
• Production process similarities
• Operational scale match
• Physical demands and safety requirements

Career Stability

To assess likelihood of long-term fit, Copilot examines:

• Average tenure in recent roles
• Any concerning patterns of frequent job changes
• Gaps in employment history
• Current employment status
• Stated reasons for seeking new opportunities

Practical Success Factors

Copilot evaluates real-world factors that often determine success:

• Commute feasibility based on location
• Shift compatibility with past experience
• Pay expectations versus role requirements
• Ability to meet physical demands
• Required certifications or clearances

Previous Interactions

If a candidate has applied to your company before, Copilot considers:

• Past roles they've applied for
• Previous screening results
• Interview outcomes
• Quality of past interactions

How Copilot Makes Decisions

For each candidate, Copilot:

1. Builds a complete picture of their capabilities from both their resume and screening responses
2. Compares their recent experience against your specific requirements
3. Evaluates practical factors that could impact their success
4. Provides detailed explanations for its assessments, focusing on concrete evidence rather than vague impressions. When it's uncertain about something, it will tell you directly rather than making assumptions.

What Makes Copilot Different

Unlike traditional applicant screening systems that rely on keyword matching or generic assessments, Copilot:

• Understands manufacturing-specific requirements and terminology
• Evaluates candidates the way an experienced hiring manager would
• Adapts to your specific needs and requirements
• Provides clear, evidence-based explanations for its recommendations
• Gets smarter over time through feedback

Best Practices for Working with Copilot

To get the most accurate candidate assessments:

1. Be specific in your job requirements - Copilot will evaluate candidates against exactly what you've asked for
2. Review Copilot's detailed explanations - They often contain valuable insights about candidate fit
3. Provide feedback on assessments - This helps Copilot better understand your specific needs
   
4. Trust but verify - While Copilot is highly accurate, always use your judgment in final hiring decisions

Remember: Copilot is designed to handle the time-consuming parts of candidate evaluation so you can focus on interviewing and hiring the best matches for your team.