There are dozens of vendors offering applicant tracking solutions and career web sites, but Redmatch’s solution is based on a matching concept which pays off in exceptional benefits.

Similar to a magnet which pulls metal shavings out of a pile of sand, Redmatch Recruiter’s patent-pending Job Matching Engine automatically pulls out the relevant job candidates from the masses of job seekers. So the endless stream of irrelevant resumes simply disappears, and the right candidates float to the top for your immediate attention.

This automatic matching of candidate profiles to your job requirements derives unique benefits: 

• Automatic pre-qualification of resumes before you even see them - eliminating "resumass"
• Increased time to focus on relevant candidates
• Ability to consider current employees for internal job opportunities
• Greater access to passive candidates
• Clear "window" into your talent pool to assess how job requirements affect applicant availability
• Automatic transfer of candidates to relevant positions even if they did not apply for these other positions
• Full integration with leading job sites

How does Job Matching Work? Employers and job seekers both fill out similar profiles via a series of pre-defined fields. This process allows for very precise matching of candidate’s qualifications to your job requirements. By filtering out the unqualified candidates before they even reach your desktop, Redmatch Recruiter helps you get out from under the daily pile of resumes, and allows you to spend your quality time on those candidates who match your criteria.

Candidates are graded for each of your positions based on skills and qualifying questions you can add to each job posting. "Knock-out" questions can eliminate a candidate right off the bat if it is a must. And since the matching happens instantly, if you want to broaden or narrow your job requirements, you can immediately see how it affects your pool of available applicants, even before publishing the job opening.

What happens if a job seeker isn’t right for one position, but may be right for a different position that they did not apply for?
Once a candidate has applied for a position, he or she is automatically considered for any of your positions in the system. For example, let’s look at Mary, who has applied for a sales manager position but does not have enough years of management experience. However, her sales experience is perfect for your account representative job. When you review candidates for the sales manager position, Mary will be filtered out. But when you review the account rep position, Mary will show up as a matched candidate.

Even better, the cross-job matching takes place before you publish your jobs to your own site or advertise them. Let’s continue the account rep example: say you were considering advertising that position but hadn’t yet published it to your web site or to any job board sites. You would still see Mary’s application as a matched candidate to the account rep position, since Redmatch Recruiter automatically matches your job requirements to all candidates in the system, including those who have applied to jobs in the past.

Your own database of current employees’ skills can be considered for any job opening, so you have a built-in method for weighing your own people for internal transfer or promotion.

Automatic posting on third-party sites

Redmatch Recruiter enables you to post your jobs on third-party sites and use the system to screen, grade and manage applicants. In addition, Redmatch posts jobs automatically on a variety of free sites such as Google.com.