Shortlist the Applied way:
data-driven
and
skills-based
We're sharing our methodology because we want to help usher in a collective world where hiring is more ethical and efficient.
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.
Appliedâs 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 these steps yourself, or speak to us about how our platform can do it all for you!
STEPÂ 1
Basic personal information such as name, age, race and gender can trigger a reviewerâs unconscious bias. We remove these signifiers so you're only assessing whether a candidate is the best fit for the job by their answers.
STEPÂ 2
As humans, we often look for information that confirms our existing beliefs, this is known as confirmation bias.
Believing a candidate has made a great point because they've studied at a top university? Confirmation bias.
STEPÂ 3
Order effects happen when we make several judgements one after the other. When hiring, we usually make kinder judgements early on and get progressively harsher as we continue, meaning somebody at the bottom of a CV pile has to be extra special to stand out.
STEPÂ 4
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.
STEPÂ 5
Our intuitive platform automatically collates reviewersâ scores. They are combined into a leaderboard, rich with data and analytics, that clearly shows the best candidates.
Schedule a demo with the team to find out more about how you can transform your hiring, for good.
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