Recruiters today are not short on resumes—they are short on relevant matches. Large candidate databases, inconsistent resume formats, and keyword-dependent searches often make it difficult to quickly identify the right talent in SAP SuccessFactors. This is where RChilli Search & Match delivers measurable value by transforming how organizations find, rank, and shortlist candidates.
RChilli Search & Match offers relevance-based matching to connect the right candidates to the right roles—faster and with greater accuracy. Below are key use cases that show how organizations apply Search & Match in real hiring scenarios.
High-volume hiring campaigns—such as campus recruitment, seasonal hiring, or large enterprise drives—often involve thousands of resumes for similar roles. Manual screening or basic keyword searches slow down shortlisting and increase the risk of overlooking qualified candidates.
How RChilli helps:
RChilli’s Bulk Data Import lets you manage large volumes of candidate and job data with ease, freeing your team to focus on what matters—hiring the best talent.
Business outcome:
Recruiters can instantly focus on top-matched candidates instead of reviewing hundreds of resumes manually. This significantly reduces screening time and accelerates time-to-hire without compromising match quality.
Traditional keyword-based search struggles with variations in job titles, skills, and terminology. A candidate may be highly qualified but missed simply because their resume uses different wording than the job description.
How RChilli Search & Match helps:
RChilli goes beyond keywords by understanding context, synonyms, and normalized taxonomy. For example, “Software Engineer,” “Application Developer,” and “Backend Developer” can be aligned under standardized roles and skills.
Business outcome:
Recruiters uncover relevant candidates who would otherwise remain hidden, improving match accuracy and ensuring quality talent is not missed due to inconsistent terminology.
Many organizations already have thousands of candidates stored in SAP SuccessFactors, but outdated or unstructured data makes rediscovery difficult. As a result, recruiters often source externally instead of reusing existing talent pools.
How RChilli Search & Match helps:
RChilli reprocesses and standardizes existing candidate profiles, enabling accurate matching against new job openings. Candidates are ranked based on current relevance, skills, and experience alignment.
Business outcome:
Organizations maximize the value of their existing candidate database, reduce sourcing costs, and shorten hiring cycles by re-engaging qualified candidates already in the system.
Internal hiring and talent redeployment are critical for retention, cost savings, and workforce agility. However, identifying internal candidates who match open roles can be complex when profiles are inconsistent or incomplete.
How RChilli Search & Match helps:
By structuring and standardizing internal employee profiles and matching them against role requirements, RChilli enables fair and accurate internal talent matching within SAP SuccessFactors.
Business outcome:
HR teams can confidently identify internal candidates for open roles, supporting career growth, improving retention, and reducing external hiring dependency.
In global organizations, different recruiters may interpret job requirements differently, leading to inconsistent shortlisting outcomes across teams and locations.
How RChilli Search & Match helps:
RChilli applies standardized matching logic and scoring across all recruiters and regions. Every candidate is evaluated using the same structured criteria derived from resumes and job descriptions.
Business outcome:
Hiring decisions become more consistent, transparent, and defensible—regardless of who is running the search or where the role is based.
Manual resume screening often introduces unconscious bias, especially when decisions rely on subjective judgment or personal identifiers.
How RChilli Search & Match helps:
By focusing on structured, job-relevant data such as skills, experience, and qualifications—and optionally working alongside redaction workflows—RChilli supports objective, skills-based matching.
Business outcome:
Recruiters evaluate candidates more fairly, strengthening diversity and inclusion initiatives while improving trust in hiring decisions.
Recruiters and hiring managers need clear justification for why candidates are shortlisted or rejected—especially in regulated or enterprise environments.
How RChilli Search & Match helps:
RChilli provides match scores and structured comparison criteria, helping stakeholders understand why certain candidates are ranked higher for a role.
Business outcome:
Hiring decisions become data-backed and easier to explain, audit, and optimize over time.
SAP SuccessFactors is a powerful recruiting platform—but its effectiveness depends on the quality and structure of candidate and job data. RChilli Search & Match enhances SAP SuccessFactors by adding intelligence at the point where it matters most: connecting talent to opportunity.
By reducing manual screening, improving match accuracy, and enabling consistent, unbiased shortlisting, RChilli helps organizations hire faster and smarter—at scale.