45,000€
Average cost of bad recruitment
67%
Gut feeling decisions in SMEs
10 min
Time for comparative analysis with Aurelia
-60%
Biases reduced through objective criteria
The 'what if...' syndrome
"The best decision isn't the perfect one, it's the documented and assumed one."
You've evaluated your candidates. Now you need to decide. It's the most stressful moment for many recruiters. Fear of making mistakes, candidates with different qualities, time pressure, disagreement... Facing these uncertainties, many postpone the decision, conduct more interviews or rush under pressure. Aurelia structures the decision to avoid these pitfalls.
What Aurelia generates for you
1
Comparative table of candidates
See at a glance the strengths and weaknesses of each on the same criteria.
- –Score by criterion for each finalist
- –Overall score calculated with weighting
- –Availability and salary expectations side by side
- –Risk factors automatically identified
2
Strengths/weaknesses summary per candidate
For each finalist, Aurelia generates a summary with recommendation.
- –Strengths confirmed by interviews
- –Risk factors to take into account
- –Unanswered questions to explore
- –Reasoned overall recommendation
3
Structured decision support
Aurelia doesn't decide for you, but asks the right questions.
- –Clarification questions on priority criteria
- –Comparative scenarios by priority (expertise vs leadership vs communication)
- –Identification of specific risks for each candidate
- –Edge case simulation (atypical candidate, similar profiles)
4
Decision documentation
Traceable decision report to defend, learn and share.
- –Criteria used and their weighting
- –Scores of each candidate with justification
- –Arguments for and against
- –Final decision documented for legal compliance
The 4 decision scenarios
How to respond according to configuration
| Scenario | Situation | Recommended action |
|---|---|---|
| Scenario A | One candidate stands out clearly (>0.5 point gap) | Offer them the position quickly. Don't let the opportunity slip away. |
| Scenario B | Two very close candidates (nearly identical scores) | 30-minute targeted discussion on risk factors, then decide. |
| Scenario C | No candidate convinces (all < 3.5/5) | Review criteria, widen sourcing, rather than default recruitment. |
| Scenario D | Atypical profile with good overall score | Assess whether unconventional background is risk or asset for your culture. |
Biases to avoid when deciding
Decision-making biases and counter-measures
| Bias | Description | How to avoid with Aurelia |
|---|---|---|
| Anchoring | Fixing on first impression | Re-read interview notes and scores before deciding |
| Recency effect | Preferring the last candidate seen | Wait 24h after last interview before deciding |
| Social pressure | Following boss's opinion for comfort | Vote by secret ballot before collective discussion |
| Risk aversion | Choosing the 'safest' option from fear | Evaluate potential too, not just certainties |
| Urgency | Taking the first available person | Remember: cost of error (45K€) > cost of waiting |
Checklist before making an offer
- All evaluators have given their opinion
No partial or unilateral decisions
- Scores have been consolidated in Aurelia
Overall view of all finalists
- Risk factors have been discussed
No surprises after starting the job
- Decision is documented
To defend in case of challenge
- Offer elements are ready
Salary, start date, conditions, benefits
- Non-selected candidates will be informed within 48h
Professional courtesy and employer brand
0/6 effectué(s)0%
Important reminder
A vacant position costs less than a bad recruitment. If no candidate convinces (Scenario C), relaunching sourcing is better than recruiting by default. The cost of a vacant position for 4-6 weeks is well below the 45,000€ of a recruitment error.
Can Aurelia decide which candidate to choose?
No, and that's intentional. Aurelia provides all tools to decide confidently: comparative table, summaries, scenarios, reasoned recommendations. But final decision remains human. Recruitment involves dimensions AI can't fully evaluate: team dynamics, personality intuition, strategic issues in your company. Aurelia structures your judgment, doesn't replace it.
How to manage divergent evaluator opinions?
Aurelia consolidates scores from all evaluators and identifies significant divergences. When two evaluators score the same criterion very differently, it's a signal to examine: did one observe something the other missed? Schedule a calibration meeting to align perceptions before finalising the decision. Aurelia can generate a divergence report to facilitate this discussion.
How many finalists should you have?
Ideally, 2 to 3 finalists allow meaningful comparison without creating too much decision complexity. Below 2, you have no comparison possible. Above 4, the decision process becomes too heavy and risks taking too long (to candidate experience's detriment). If you have more than 4 very good candidates, refine your prioritisation criteria to narrow the list.
How to inform non-selected candidates?
Aurelia can generate personalised, kind rejection emails. Inform candidates within 48 hours of your decision. Be honest but constructive: "Your profile is solid but another candidate better matched our priority criterion [X]". Offer feedback if the candidate wants it. Keep contact if the profile is interesting for future opportunities — Aurelia can add the candidate to your talent pool.
Decide with confidence using the right tools
Aurelia automatically generates the comparative table of your finalists and strengths/weaknesses summary. Then move to integration.