Review the Shortlist
Review ranked results and save profiles.
Review the Shortlist
How to Evaluate Candidates in Beesla
After running a search, Beesla presents you with a ranked shortlist of candidates. This page explains how to review those results effectively, understand the scoring, and decide who is worth contacting.
The goal is simple: move from a list of results to a small set of candidates you would actually reach out to.
Understanding Candidate Scores
Each candidate returned by Beesla includes a relevance score.
The score reflects how closely the candidate matches the role you described, based on:
- Skills and experience
- Role history and seniority
- Context from your role description
- Signals found during the search
Scores are relative to the role.
A score of 85 for one role is not comparable to an 85 for a different role.
Use scores to prioritize review, not as an absolute pass or fail.
Reading the Fit Explanation
Alongside the score, Beesla provides a short written explanation.
This explanation highlights:
- Why the candidate was included
- Which parts of their background match the role
- Any notable strengths or gaps
This helps you quickly validate whether the score aligns with your judgment.
If the explanation doesn’t match what you expected, it’s often a signal to refine the role description and rerun the search.
Comparing Candidates
Beesla is designed for comparison.
As you review candidates:
- Look for consistent strengths across top results
- Identify patterns in weaker candidates
- Decide which traits matter most for this role
The CRM allows you to revisit candidates side by side and across multiple searches without additional cost.
Deciding Who to Contact
A strong shortlist usually includes:
- A small number of high-confidence candidates
- Clear reasons for why each person fits
- Candidates you would realistically contact
You do not need to contact everyone returned by a search.
Beesla works best when you are selective.
Collaborating With Your Team
Once candidates are in your CRM, your team can:
- Review the same profiles
- Leave notes and tags
- Share opinions internally
Collaboration does not consume tokens.
This allows hiring managers and recruiters to align before outreach begins.
When to Refine the Search Instead
Sometimes reviewing results reveals an issue with the search itself.
Refine and rerun if:
- Many candidates miss a key requirement
- Seniority is consistently off
- Industry background is wrong
Adjusting the role description is often faster than filtering manually.
Keep in mind that re-running a search will consume tokens based on the number of results returned.
Common Review Mistakes
Trusting scores blindly
Always read the explanation.
Over-reviewing weak candidates
Focus on the top of the list first.
Rerunning without learning
Use patterns in results to improve the next search.
What’s Next
Once you’ve reviewed your shortlist: