Overview
CLARA AI provides flexible customization options to align with your company’s hiring needs. Settings can be configured at the company level (applied across all jobs) and adjusted at the job level (for specific roles or hiring needs). Understanding when and how to modify these settings ensures optimal hiring efficiency and fairness.
Best Practices for Customization
Customizing CLARA AI settings can enhance hiring outcomes. Here are some best practices:
Align Settings with Hiring Goals: Define whether speed, diversity, or a specific skill set is the priority.
Use Data-Driven Adjustments: Regularly review analytics to fine-tune scoring weights.
Limit Bias While Customizing: Avoid over-reliance on experience-based filters that could exclude non-traditional candidates.
Maintain Candidate Transparency: Enable feedback settings to provide meaningful insights to applicants.
Standardize at the Company Level: Ensure consistency across job postings while allowing flexibility for specialized roles.
Customization Levels & Who Can Adjust Settings
Customization Level | Who Can Change It? | When to Adjust? |
Company-Level Defaults (applied across all jobs) | HR Leadership, System Admins | During initial setup, policy changes, or to align with company-wide hiring goals. |
Job-Level Adjustments (tailored for specific roles) | Recruiters, Hiring Managers (with permissions) | When hiring for niche roles, adjusting AI priorities for a specific job, or refining candidate scoring for improved matching. |
When to Adjust CLARA AI Settings
Adjust settings when:
Hiring priorities shift (e.g., focusing more on skills-based hiring or diversity goals).
Candidate quality is not aligning with job expectations.
A role requires unique qualifications outside the standard company settings.
New hiring trends emerge, requiring updated screening parameters.
By understanding these best practices and guidelines, recruiters and hiring managers can use CLARA AI effectively to balance efficiency, fairness, and quality hiring.
Define your AI scoring criteria under “Settings”
Rank what’s most important to you in scoring candidates. You can rank items from 1 [not important] to 5 [very important].
Additionally, you can choose which information you would like to de-identify by choosing the “De-Identification” tab. The De-Identification setting in CLARA helps reduce bias in hiring by removing identifiable candidate information (such as names, alma mater, and personal details) during the screening process. Here, options toggle on and off.
Congratulations! You've successfully modified the AI settings for a job in CLARA.
By fine-tuning the algorithm to prioritize specific variables, your candidate evaluations will be better aligned with your recruitment needs.
Happy recruiting!