The phrase "analyze candidate" is correct and usable in written English.
It can be used in contexts such as job recruitment, assessments, or evaluations where a candidate's qualifications or performance are being examined.
Example: "The hiring committee will analyze candidate applications to determine who will be invited for interviews."
Alternatives: "evaluate applicant" or "assess contender".
To analyze candidate genes of connective tissue disorders as a possible underlying disorder and to demonstrate especially the ocular phenotype.
In every election, we carefully analyze candidate records and positions and support those most likely to support policies that help working families".
The aim of the present study was to analyze candidate microRNAs (miRNAs) and genes from patients with OLP and healthy controls (HCs).
The software allows process designers to analyze candidate assembly schemes and achieve the best assembly process design prior to having detailed knowledge of geometry of the parts, and thus is ideal for architectural process design.
Assembly-oriented design (AOD) is a new approach to designing assemblies, which uses a number of design and analysis tools to help the designer plan out and analyze candidate assembly schemes prior to having detailed knowledge of the geometry of the parts.
Even screening and interviewing candidates can be automated with technologies that can analyze candidate voices for emotional cues and analyze recorded phone interviews that rank them in order to match the best candidates to the job.
A number of firms in hiring and recruiting are already building or investing in systems that can analyze candidates' résumés on a massive scale and provide an automated assessment of how each might perform.
There are tools like Headstart, which aim to analyze candidates and try to determine the best fit.
As we continued the discussion, he suggested I create a tool to analyze candidates last names to classify their ethnicity.
There are startups like Headstart looking to help analyze candidates, though that process more deeply involves the candidate side in order to determine the right fit.
Instead of superficial charm, interviewers must analyze candidates' potential long-term fit in the organization". Which is why it's always so important for key hiring decision makers to focus on a job candidate's actual prior results - verifiable hard data - rather than being unduly swayed by charm or force of personality.
