Welcome to your “Improving digital recruitment” help guide. You have landed on this page because you probably want more information or need help understanding the features of the JobMatchProfile recruitment platform.
For more information contact Garuda Support at support@garuda.dk.
On this page you will find information on the following topics, among others:
- Why does the recruitment platform look different?
- What does “Blinding” mean?
- What does “You must use ‘Key Competences’ in your positions” mean?
- For what period of time is data collected
- Who is behind the project
Below you will find an explanation of the different concepts we work with. It is our intention that the content should be easy to understand and used by both decision-makers and users. If there is any content that you would like to have explained or described further, you are always welcome to contact us at support@garuda.dk or by phone +45 87 46 86 00.
We greatly appreciate your commitment and support.
With kind regards
The research team behind JobMatchProfile
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Why does the recruitment platform look different?
In March 2024 to May/June 2024, the next phase of the project “Improving digital recruitment” started, which is a research project between Aarhus University and Garuda.
Some areas have changed in appearance and approach during this period, which you may have already noticed. The reason is that your organisation is contributing to the project through your collaboration with Garuda and the purpose is to improve the quality of future recruitment by contributing data that can support the project.
When your organisation participates in the project, your recruitments during the period will be subject to either “Blinding” or required use of “Key Competencies”. Below we explain more about the concepts and approaches – and how to best navigate the two areas.
Please contact us on +45 87 46 86 00 or support@garuda.dk if you have any further questions.
What does “Blinding” mean in JobMatchProfile
If your position has been subject to blinding, it means that your candidates’ personal information is hidden as part of the recruitment process. The personal information includes
- Name
- Age
- Gender
- Contact details (phone, email, address details)
- Nationality (nationality)
- Photo
Candidates applying for a job with you will be informed in the application process that you are participating in a research project aimed at lowering bias and are therefore asked to exclude personal information in their CV or other uploaded documents, if possible.
When browsing your candidate list for the job in question, candidates will appear with a different name (e.g. “T 0954 KU6WU”) – hence the name “Blinding”. You will not be able to initially identify any of the above-mentioned personal information on your candidates.
Even if your position is subject to blinding, you should use the same approach as before in your recruitment processes. You can add comments, get an overview of which candidates best match your personal profile, key competences, etc. by using the various sorting functions and read through CVs or other uploaded documents.
And don’t worry, when you as a user send communication to the candidate, e.g. email, the candidate will be addressed by the correct name.
The purpose of blinding is to minimise your bias in relation to gender, nationality, etc.
The “Show hidden information” feature
When you are ready to call for an interview or need to contact a candidate directly, the person responsible for the job in question can select “Show hidden information” on one or more candidates. By activating “Show hidden information”, personal information will be available to all users associated with the job – including hiring committees etc.
Please note that the user’s choice of “Show hidden information” will be logged for use in subsequent analysis in anonymised form.
Please contact us on +45 87 46 86 00 or support@garuda.dk if you have any further questions.
What does “You must use ‘Key Competences’ in your positions” mean?
One way to potentially reduce subjectivity in the recruitment process is by specifying key competences that are required for the job. In JobMatchProfile, you can specify different key competences, such as work experience, education level or self-defined competences. This allows you to match candidates on equal terms with your pre-defined key competences.
If your current position has been subject to “Use key competences”, you must select at least 3 key competences for that position before you can “Publish” the position.
A key competency can for example be “Education level”, “Work experience”, “Language” or similar. You will find “Key competences” in step 2, where you also define the experience level.
If this is the first time you are using key competences or if you need guidance on how to use them, you are always welcome to contact us on tel. +45 87 46 86 00 or at support@garuda.dk. We are ready to help you.
How can I see key competences in the candidate overview?
When you open your candidate overview, your candidates will be matched with your requirements for key competences, and you will be able to identify which candidates best match your predefined criteria using the “Key competences” column. When you open your candidate overview, the candidates will be presented with the best matching candidates at the top.
Using the “Key competences” column, you can choose the sorting, and you can also click on the candidate’s percentage match to see which answers the candidate has given. Use the key competences match to assess your candidates.
If this is your first time using key competences or if you need guidance on how to use them, you are always welcome to contact us on +45 87 46 86 00 or support@garuda.dk. We are ready to help you.
How do candidates experience it?
When your candidates apply for a job with you, they will be asked to respond to the key competences you have set up. This is an easy and intuitive approach for candidates and also allows the candidate to relate to the position.
If a candidate doesn’t have one or more of the listed key competences, they are given the option to provide an alternative. This way, the individual candidate feels heard in the recruitment process and you as a user can subsequently see and possibly recognise their alternative.
Please contact us on +45 87 46 86 00 or support@garuda.dk if you have any further questions.
During which period is data collected for the project
“Change is usually interesting and exciting… and sometimes it’s just nice to get it back the way it was…”
In other words, we realise that the temporary changes in JobMatchProfile can be disturbing and users have to get used to the new content.
We are collecting data for the study during this period:
Start of the study: 29. April 2024
Expected data collection: 2-3 months
We will close the study and data collection when the research team has assessed that enough data has been collected.
Can I skip the project?
It is completely voluntary if your organisation wants to contribute to the project “Improving digital recruitment”. Naturally, we want as many organisations as possible to participate in the project, as we believe it contributes to improving the understanding and quality of future recruitment in the Nordic region.
Still not convinced? The choice is yours.
You can, of course, skip the project – and you can do this on each individual job by editing the job and unchecking the box under “Research project”.
If you as an organisation want to unsubscribe from all future positions, please contact the person responsible for your agreement on JobMatchProfile, who can contact us on tel. +45 87 46 86 00 or support@garuda.dk.
If you have further questions or need advice on deregistration and participation, you are always welcome to contact us on tel. +45 87 46 86 00 or support@garuda.dk.
Who is behind the research project?
In 2022, Aarhus University and Garuda entered into an agreement on the research project “Improving digital recruitment”, which aims to reduce bias in recruitment processes and increase diversity. The project thus aims to strengthen future recruitment processes and knowledge in the Nordic market.
The project leader at Aarhus University is Anders Ryom Villadsen, Professor at the Department of Management and expert in diversity in organisations. The research team also includes Oluf Gøtzsche-Astrup (Assistant Professor, Department of Political Science), Florian Keppeler (Assistant Professor, Department of Political Science), Mette Jakobsen (PhD student, Department of Management) and Jesper Havaleschka (Research Specialist, Garuda).
