How to Create Post-interview Candidate Profiles in Seconds With AI

But with packed schedules, it’s easy to put off updating your ATS or writing your debrief, jumping straight into your next meeting or task and leaving those initial insights behind. By the time you get around to the candidate profile, crucial details may have already slipped through the cracks.

AI technology is changing this entirely. Tools that automatically generate candidate profiles right after interviews save recruiters hours of admin work, ensure profiles are more accurate, and streamline the whole process.

Here’s a closer look at what candidate profiles are, why they’re essential in recruitment, and how AI tools like Carv can help you automate the recruitment process.

What is a post-interview candidate profile?

Unlike an ideal candidate profile, which serves as a blueprint for recruitment teams to discover the best candidates to interview, candidate profiles or write-ups are concise summaries providing a quick overview of a job seeker's suitability for a role.

These documents are crucial in both agency and in-house recruitment, as they, along with the candidate’s CV, are the primary sources of information for hiring managers.

In an ideal scenario, recruiters would invest time in crafting thoughtful candidate profiles that accurately reflect job seekers’ skills, aspirations, and potential.

However, creating candidate write-ups is often a manual, time-consuming step that slows down the hiring workflow. Since most recruiters aren’t fans of the administrative side of their job, it’s easy to see why these profiles are often rushed and superficial—potentially causing top talent to slip through the cracks.

What’s included in a candidate profile?

The components of a candidate profile can vary depending on what’s deemed most important to the company and the specific role. However, the key areas generally include:

• Professional work experience - This section outlines the candidate’s work history and how their experience aligns with the job description. It is informed by the candidate’s resume, LinkedIn profile, and cover letter.

• Skills competency mapping - Using the candidate’s CV, interview notes, and any pre-screening skills assessments, this section evaluates their technical and soft skills, focusing on how these might be valuable for the role.
• Cultural fit assessment - Based on the candidate’s interview performance and responses to culture-related questions, this section assesses how well they align with the company’s values and workplace culture.
• Interview summary/highlights - A concise list of the candidate’s strengths observed during the interview, such as the candidate engagement level, body language, and overall presentation.
• Areas for improvememt - This section identifies any concerns raised during the interview or recruitment process, including potential skill gaps or other areas for development.
• Overall candidate score - A final score out of 10 based on the assessments in all the above categories.

With well-written candidate profiles, you can easily revisit your ATS or talent pool to identify not just active job seekers but also passive candidates who might be a great fit for current openings.

While this step can be time-consuming, it’s essential for advancing the recruitment process in a way that serves both candidates and companies effectively.

Why AI-powered candidate profiles are important in recruitment

For most roles you’re interviewing for, it’s likely you’ll have a number of qualified candidates to get through before you and the hiring manager can come to a decision about who to onboard.

This is why creating candidate profiles is so important - you can’t rely on your memory and illegible notes you scribbled down during the interview to provide a clear and reliable picture of a candidate.

Here are some more reasons why candidate profiles are essential to recruitment:

Objective candidate evaluation

Candidate profiles help eliminate personal bias by evaluating candidates against a pre-determined framework rather than relying on subjective notes.

Even with the best intentions, factors like your bias, mood, or the timing of the interview can unconsciously influence your perception.

Using an AI assistant powered by objective AI algorithms to create profiles mitigates this risk by objectively analyzing how well a candidate responds to interview questions, ensuring a fairer assessment.

Better collaboration and communication

Candidate profiles are easily shareable documents that simplify communication within a hiring team when discussing multiple candidates at once.

When you’re considering several candidates simultaneously, having these profiles on hand makes it much easier for the team to collectively evaluate each one. Profiles are also attached to the candidate’s record in the ATS, allowing the team to access and review them at any time.

Using AI to handle tasks like candidate scoring, interview highlights, and areas for improvement ensures there’s no room for disputes when interviewers have differing opinions about a candidate.

Decision-making support

Candidate summaries make it easier to make hiring decisions by creating a structured way to review and compare candidates.

Sending the hiring manager clear profiles complete with scoring makes discussions and hiring decisions much easier to have.

Support future talent acquisition

Creating candidate profiles aren’t just useful for your current open roles - they can help you recruit for the future too.

Having candidate profiles in your database is an asset, as it can support strategic hiring by making it easy to identify potential candidates for future roles as well as the ones you’re currently looking to fill.

Because the candidate profile is assigned to that candidate’s record, this data is automatically used to keep talent pools up to date, meaning they can be used for candidate sourcing too.

The problem with manual candidate profiles

Creating candidate profiles manually comes with several potential issues. For one, the process is incredibly time-consuming, even with a clear template to follow. But it’s not just about time and workflow—manually created profiles are often inconsistent and prone to mistakes.

Most importantly, the quality of a manually created profile depends on the accuracy of your interview notes and your memory of the candidate’s performance.

This leaves room for human error and subconscious bias, which can affect your assessment. If the profile isn’t entirely fair, the candidate may not be considered for the role, and that’s a significant responsibility.

Thanks to artificial intelligence, we can now automate the entire process, making candidate profiles faster to produce, fairer, more accurate, and one less admin task for you to worry about.

How to delegate candidate profile creation to AI

To demonstrate how you can use the power of AI to create candidate profiles after interviews, I’ll use Carv as example.

Carv automatically creates detailed candidate profiles using the interview data it gathers, in combination with documentation already stored in your applicant tracking system - for example, job requirements, the candidate’s resume, cover letter, hiring manager intake calls, and so on.

With Carv’s AI assistant listening in to your interviews, the AI will analyze the conversation and generate a candidate profile in seconds once the call or meeting is complete. And it will do this without you having to do a thing!

Here’s how it works:

Step 1 - Give Carv access to the full context

The first step is to give Carv access to the same information and context about a candidate that you’re working with. This means not just ATS data, but also pre-screening calls, interviews, assessment results, and so on.

This is done by:

• Inviting Carv to join your candidate interviews - be they by phone, face-to-face, or virtual meetings.
• Connecting Carv with your ATS.
• Uploading any supporting documents that aren’t in your ATS directly in Carv - for example, recruiter notes, job assignments.

Step 2 - Carv takes notes during interviews

Once your interview starts, Carv joins and listens in, taking notes in real time. This means you no longer have to focus on capturing information, and can instead dedicate your full attention to the person in front of you.

These notes - basically the interview transcript - will serve as basis for all the output documents that the AI assistant will create for you afterwards.

However, and this is very important: it can sometimes happen that the quality of the transcript isn’t perfect.

This doesn’t impact the quality of the summary or the candidate write-up, as the AI analyzes all the transcript, interprets the full context, and discards the lines or information that it cannot fully understand.

For example, if the connection was poor and the candidate had to repeat some information, the poorly qualitative answer will be discarded, and the high-quality one will be used by the AI assistant in the summary and write-up.

Step 3 - Carv generates the candidate profile

After the interview, Carv has all the information ready in the backend, so all you need to do is click “Candidate presentation” to get a candidate write-up.

To make sure this document maintains your preferred tone, style, and design, you can do a couple of things:

• Feed Carv with example documents - for example, templates or previous candidate presentations, so the AI can “understand” your tone of voice and how you structure these documents.
• Additionally, you can customize the output documents - for example, the candidate profile that gets sent to the hiring manager - with your own branding colors and logo.  

Step 4 - You review the AI output

Next, review the Carv-generated profile to make sure all details are correct. The accuracy of the AI generated output will vary depending on the quality of the input, so it’s always recommended to double-check the document before sending it to the hiring manager.

As mentioned above, if the interviewee lost signal during the call, or they have a strong accent that’s more difficult to understand, the AI assistant might generate a summary that’s 80-85% accurate.

However, our clients who handle multi-lingual customers and therefore interview candidates in multiple languages are seeing accuracy rates of up to 98%!

Step 5 - Carv updates the ATS

Finally, let AI update the ATS candidate record, to ensure that all the information makes it to the file, and that the risk of human error is removed.

Carv uses AI algorithms to scan through all the data it holds on that candidate, and its generative AI feature to create the profile text.

The fields it will fill in will vary depending on your custom setup, but with most ATSs, Carv will update a series of standard fields, while at the same time, making all the interviews and output documents available in the ATS itself.

If you want to evaluate a candidate’s fit for the role, all you have to do is feed Carv the intake call or the job description for the opening, and the AI will compare the interview data and candidate profile with the requirements for that specific role.

Start automating your candidate profiles today

AI-powered candidate profiles are faster, more accurate, and let you focus on the interview rather than note-taking.

Carv automates profile generation, capturing interview insights, removing biases, and providing detailed profiles instantly. This allows recruitment teams to focus on finding the right talent and building relationships.

Try Carv for free today and see how it generates profiles after every interview.