Overview
Respect candidate privacy by limiting access, minimizing data sharing, and keeping information only as long as needed. The analyzer assists with scoring but does not replace human decision-making. Pair it with structured interviews and clear, documented criteria to maintain fairness and transparency.
How It Works
The analyzer reads resume text and calculates a score according to your criteria. It stores model data on the Screening and scores on applicant records. Access to this information depends on user roles. HR should periodically review who can see data and how long it’s retained, then archive or delete records according to policy and law.
Step-by-Step Guide
- Ensure user access rights are limited to relevant HR roles.
- Delete or archive data according to your retention policy.
- Offer candidates a way to opt-out or request deletion where required by law.
Fields Table
| Field Name | Description | Example |
|---|---|---|
Model Data |
Stored AI model for this screening. |
Binary attachment on screening |
Applicant Data |
Candidate info and resume text. |
hr.applicant records |
User Role |
Who can access and act on data. |
Recruitment Manager |
Retention Policy |
How long data is kept. |
12 months |
Field Explanations
Model Data
The trained model artifact. Treat as sensitive internal data.
Applicant Data
Personal and resume information; handle according to policy/law.
User Role
Controls who can see and act on candidate information.
Retention Policy
How long you keep resumes and related data.
Tips
- Share minimal data outside HR; remove PII when possible.
- Document your screening criteria for transparency.
Common Mistakes
- Oversharing candidate data internally.
- Keeping resumes longer than needed.