When choosing a solution, you can first answer three questions: How many resumes will you process in six months? How many people will need initial interviews? Who will be involved in reviewing the results? Companies of similar size may have very different usage needs.
Small-scale recruitment: First, fill one job opening.
If only the boss and administration can handle recruitment, first confirm whether they can complete resume preparation, initial interviews, and report review. Estimating usage through an actual recruitment round is easier to determine the suitability of the solution than simply looking at the feature list.
Multi-person collaboration: Determine who can see what.
If each department has a hiring manager, first list who is responsible for inviting staff, who reviews applications, and who decides on the next steps. Functions such as permissions, supervisor co-evaluation, and data sharing should be confirmed item by item; do not assume they are included based on the plan's name.
Large recruitment volume: separate resume evaluation and interviews
Having enough resume analyses does not mean you have enough interviews. Add up expected candidate numbers across your openings, then ask about suitable plans and additional usage. If you hire regularly, review both workflow responsibilities and usage management.
Next, read NT$3,000 for six months: resume screening and AI first-round interviews for SMEs.
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Can I see the actual operation screen before applying?
The proposed usage guide only describes the suggested process and should not be used to infer actual menu options or permissions. When applying, you can ask the team to demonstrate the current account's interface.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.