We're sharing our methodology because we want to help usher in a collective world where hiring is more ethical and efficient.
Resumes use flawed signifiers such as education and years of experience. They are poor indicators of someone's true ability to do a job and are open to bias.
Applied’s shortlisting technology uses skills-based questions to help you identify the best candidates, relying on data and insights over gut instincts.
You can try some of Applied's sifting steps yourself. Take inspiration from below and see how the platform helps shortlist candidates efficiently and ethically.
Basic personal information such as name, age, race and gender can trigger a reviewer’s unconscious bias. We remove these signifiers so you're only assessing whether a candidate is the best fit for the job by their answers.
Chunking means breaking the application into pieces and grouping answers to the same question together. This prevents confirmation bias and allows reviewers to assess answers faster.
Each member of the hiring team will see candidate answers in a different order to ensure the ordering effects don’t impact a candidate’s overall score.
The hiring manager can decide which team members assess the candidates. Each reviewer sees one answer at a time and rates the quality between 1-5, against a marking guide.
Our intuitive platform automatically collates reviewers’ scores. They are combined into a leaderboard, rich with data and analytics, that clearly shows the best candidates.
With this skills-focussed approach, you can be confident in knowing you're hiring the best person for the role. You'll also be able able to send automated feedback to all candidates so they feel valued and have a better experience.
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