Core Concepts

The Scoring Process:

1. Criteria Definition - You set specific requirements for the role
2. Resume Analysis - Nova evaluates candidate backgrounds against criteria
3. Evidence Gathering - System finds supporting evidence from resume
4. Score Calculation - 1-10 score with detailed reasoning
5. ATS Integration - Results appear in your hiring workflow

Key Principles:

• Objective evaluation based on your explicit criteria
• Resume citations provide evidence for all assessments
• No hidden factors or undisclosed weightings
• Human-readable reasoning for every score

Score Ranges:

• 9-10: Exceptional fit, exceeds expectations
• 7-8: Strong match, meets most requirements
• 5-6: Partial fit, some qualifications present
• 3-4: Poor match, significant gaps
• 1-2: Very poor fit, minimal qualifications

What to Look For:

• Resume citations supporting the score
• Criterion-by-criterion breakdown
• Overall assessment reasoning
• Areas of strength and concern

Improving Accuracy:

• Review first 20-30 scores to calibrate expectations
• Adjust criteria specificity based on results
• Balance required vs nice-to-have requirements
• Use re-scoring when criteria change (Enterprise feature)

Common Adjustments:

• Too many high scores → Tighten criteria
• Great candidates scoring low → Broaden requirements
• Inconsistent results → Make criteria more specific

Seamless Operation:

• Nova works within your existing ATS
• No need to switch between platforms
• Scores appear as candidate attributes
• Sorting and filtering by Nova Score available

Supported Features:

• Automatic candidate scoring
• Interview question delivery via notes
• Real-time analytics dashboards
• Talent rediscovery with pipeline updates

Information Exchange:

1. Inbound: Candidate applications → Nova analysis
2. Processing: Resume + criteria → AI evaluation
3. Outbound: Scores + insights → ATS display
4. Continuous: Ongoing updates and refinements

Data Sources:

• Resumes and cover letters
• Application form responses
• Job descriptions and requirements
• Your configured scoring criteria

Hiring Team Perspective:

• Candidates automatically ranked by fit
• Detailed assessment reasoning available
• Interview questions linked in candidate profiles
• Analytics accessible from job dashboards

No Training Required:

• Familiar ATS interface maintained
• Nova enhancements integrate naturally
• Existing workflows preserved
• Additional insights available when needed

Live Dashboard Data:

• Candidate score distribution
• Application volume trends
• Processing status and timing
• Quality metrics by sourcing channel

Immediate Benefits:

• Monitor recruitment effectiveness in real-time
• Identify quality patterns as they emerge
• Make quick adjustments to strategy
• Track progress toward hiring goals

Deep Insights:

• Percentage of high-quality candidates (7+ scores)
• Average score trends over time
• Sourcing channel effectiveness comparison
• Exceptional candidate identification

Strategic Applications:

• Optimize job posting timing and content
• Improve sourcing channel selection
• Benchmark across different roles
• Identify successful hiring patterns

Continuous Improvement:

• Criteria effectiveness analysis
• Scoring accuracy validation
• Team hiring decision alignment
• ROI analysis for recruitment efforts

Action Planning:

• Data-driven criteria adjustments
• Sourcing strategy optimization
• Interview process improvements
• Long-term hiring strategy development