One standard across three hundred stores, and a record you can show.
Hiring is spread across hundreds of locations and each shift manager applies their own judgement. Central HR has no way to see what was actually checked.
What you get: The same checks and the same record on every application, whichever way it arrived.
The fact Candora states
Every application gets the same checks and the same record, whichever store it came through.
One standard
The same rules across every store, so hiring does not vary with whoever is doing it.
A fast start
The check runs when the application arrives, not just before the contract is signed.
A decision you can show
Whoever asks gets a source and a query time, not an assertion about the candidate.
The objection that comes first
We hire people we know from the area.
That holds for half the roles. The question is the other half, and whether head office can see it.
The same limits apply in every industry
- No score, no risk, no probability. We give no overall verdict, by design: Article 22 GDPR gives candidates, with limited exceptions, the right not to be subject to a decision based solely on automated processing, so your team makes the call. Every finding is a fact with a source and the time it was read.
- No nationality, ethnicity or country of origin. It is discarded before anything is stored.
- No biometrics and no photo comparison.
- Candora contacts nobody. Not previous employers, not schools, not references.
- The CV file is never written to disk and the text is discarded after extraction.
See it produce a report
Sample candidates, the rules that run in the product, no account.