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Blind Hiring Statistics: Why the Process Works
Statistics prove that diverse workforces perform better and help businesses become more profitable. Learn more about the value of blind hiring in 2019.
Tackling religious discrimination in the hiring process
Bias is inevitable in the traditional hiring process, especially when it comes to religion. Here are the laws and solutions to religious discrimination in recruitment.
What is unconscious bias and how can we prevent it
Whether we like it or not, we make instant judgements about the people around us everyday. This is called unconscious bias. Here’s what it is and how to tackle it.
What do candidates say about our application process?
At Applied we are proud that hiring managers love our platform. We are equally glad that candidates also love the application process. Since our platform is designed to identify the best candidates in an unbiased way we decided to dig into our data to find out more about whether our great candidate feedback is influenced by demographics.
Over 100,000 candidates have now applied for jobs using Applied!
This month we welcomed our 100,000th applicant into this brave new world of bias-free recruiting. For context, the largest sports stadium in the UK, Wembley Stadium, has a capacity of 90,000. But even as we grow, it’s important to look beyond big numbers.
Diverse Insights: A Conversation with Natalie Mellin
#DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our second conversation is with Natalie Mellin.
5 Reasons You’re Struggling with your Diversity Hiring Initiatives
Scratching your head over why you can’t attract a diverse pool of candidates? Here are 5 reasons why it might be happening, and some ways you can improve diversity.
Women in STEM - Are we making improvements?
More women are being encouraged to enter STEM industries in recent years. But is it working? What more can be done? And how is Applied helping? Read on to find out.
Beauty and the Bias: Physical Attraction
In life, we’re told what is beautiful is good. In this article, we explore the problem of physical attractiveness bias in hiring.
Diverse Insights: A Conversation with Aubrey Blanche
Introducing #DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our first conversation is with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian.
Law & Order: Diversity Edition
In our perpetual struggle to create a fairer society, it’s comforting to know that we have the law on our side. Here are the UK laws protecting workplace diversity.
Is age just a number? The problems of ageism in recruitment
Despite efforts to increase staff diversity, ageism continues to be rife in the workplace. This article will explore ways to stop ageism in recruitment.
How can businesses benefit from blind recruitment?
Blind recruitment aims to remove bias from the hiring process, but does it actually work? We take a look at the data behind it and explore its possible benefits.
Winners and Sinners: examining diversity in the UK’s industries
The lack of workplace diversity in the UK is costing the economy billions every year. This failure is more obvious in some industries than others. But which ones?
Top 3 reasons why having a diverse workforce should be a top priority for your business
Everyone is familiar with the concept of workplace diversity yet few are aware of the real-world benefits to business beyond reputational advantage. Let us explain all.
How to remove gender bias from your job descriptions once and for all
The more diverse your workforce is, the better your company will perform. It’s not opinion, it’s fact. Here’s how to remove gender bias from your job descriptions.
Nine months since the UK gender pay gap data. What now?
For us humans, nine months is just the right amount of time to produce healthy punctual progeny. For possums, it’s enough time to produce around three bountiful broods of up to 40 offspring. For elephants, it’s not even halfway to producing one of their burly babies.
Is my recruitment process biased?
Basically, yes. The question is how much. Read about the most common points at which bias can creep into your process and learn how to combat it.
50,000 candidates have now applied for jobs through Applied!
And thanks to our new seed investment, we’re going to tackle the world! Read more about what we're going to do next.
9 reasons your job ads aren't working
And, more importantly, 9 things you can do to attract great candidates. Our guide on how to write inclusive job ads that convert.
Putting Applied to the test - part 1 of 3
Can we predict applicant performance without requiring CVs? Yes we can - we put our platform to the test.
Putting Applied to the test - part 2 of 3
Can technology be used to improve diversity? Yes it can - we put out platform to the test.
Putting Applied to the test - part 3 of 3
Hurrah! Applied not only made for smarter and fairer hiring, it also saved a tonne of time.
What is blind hiring?
'Blind’ or anonymised hiring refers to the technique of removing personal information from candidate applications during the assessment process. Learn how it works here.
So you read Lean In… now what?
Or, 5 things to read after you read Lean In and for some reason now aren’t magically CEO of a huge company.
Cognitive biases in hiring — a cheat sheet
Unconscious bias is no longer a term used by pointy headed researchers. Here's a list of the big ones in recruitment.
Hiring, honeybees and human decision-making
Research into how humans make decisions and how this affects the review and assessment of candidates.
How to anonymise CVs
We touch on the benefits of anonymisation, how to actually do it in a practical sense and then what else you can do to make your process even more effective.
We made Elon Musk’s résumé even shorter than that other one
Only eleven short sentences of Elon's CV are actually of predictive value. We removed everything else.
We need to talk about James
Our CTO gingerly skips through the warzone that is the Google Memo debate trying not to get blown up... with limited success.
What we learnt using our own product to hire
Every day we work closely with our users to make Applied the best product it can be. But there’s nothing like being a client of your own product to learn rapidly.
Why we give every candidate personalised feedback
Here how and why we give personalised, actionable feedback automatically!
The 3 best ways to assess candidates
Hear our CTO profess his adoration for the seminal Schmidt Hunter study which ranks candidate assessment methods by predictivity.
My calculator tells me people will apply on Wednesday
Our research into the best time to close a job ad, based on behavioural insights from our platform.
Procrastinate your way into your dream job - part 1 of 2
We've all been a procrastinator at some point in our lives. Check out the insights from our platform.
Procrastinate your way into your dream job - part 2 of 2
Procrastination. We all do it - but is this very human behaviour as problematic as we all think it is? Read the insights now!
How do I remove bias from my recruitment process?
As humans we are all susceptible to unconscious bias. Here's our guide on how you start removing it from your recruitment process.
5 interesting things we noticed about the UK gender pay gap data
Or, how I went on a gender pay gap data bender and woke up 24 hours later having discovered a whole range of fascinating insights.
How we write copy for humans
At Applied we believe applying for jobs is miserable enough and that language can help. Here is our guide on how we talk to humans.
Shameless WE ARE HIRING promotional piece
Hiring (and being hired) is one of the most important things we do,. We're growing and need amazing people. Come join us!
The 4 horsemen of the hiring apocalypse
Hiring can be a hot mess of bust-up traditions and psychometric snake oil - our CTO sums up the issues with this apocalypse metaphor.
When a rejection became a suggestion. Referring candidates to other jobs
We discuss the value of giving unsuccessful candidates feedback.
Case Study — staatslabor & Applied
A casy study on staatslabor — a government innovation lab based in Switzerland — using Applied to hire for an Intern role
What we’re planning to do with our seed investment
We’re excited to announce that we’ve closed an investment raise, here's what we plan on doing.
9,998, 9,999, … 10,000 candidates!
Yep, that’s right folks, this week our ten thousandth candidate hit the submit button on an application to a job via Applied!
We have lift off! Applied’s official launch
We're out to change the way the word recruits. Here's coverage of our official launch.
12 things about technical debt when you’re dead, or In Denver, or something
Our CTO talks about Technical Debt and how to fuel innovation.
Beauty and the Bias: Physical Attractiveness Bias in Hiring.
In life, we’re told what is beautiful is good. In this article, we explore the problem of physical attractiveness bias in hiring.
Blind Hiring Statistics: Why the Process Works
Statistics prove that diverse workforces perform better and help businesses become more profitable. Learn more about the value of blind hiring in 2019.
Tackling religious discrimination in the hiring process
Bias is inevitable in the traditional hiring process, especially when it comes to religion. Here are the laws and solutions to religious discrimination in recruitment.
What do candidates say about our application process?
At Applied we are proud that hiring managers love our platform. We are equally glad that candidates also love the application process. Since our platform is designed to identify the best candidates in an unbiased way we decided to dig into our data to find out more about whether our great candidate feedback is influenced by demographics.
Over 100,000 candidates have now applied for jobs using Applied!
This month we welcomed our 100,000th applicant into this brave new world of bias-free recruiting. For context, the largest sports stadium in the UK, Wembley Stadium, has a capacity of 90,000. But even as we grow, it’s important to look beyond big numbers.
Diverse Insights: A Conversation with Natalie Mellin
#DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our second conversation is with Natalie Mellin.
5 Reasons You’re Struggling with your Diversity Hiring Initiatives
Scratching your head over why you can’t attract a diverse pool of candidates? Here are 5 reasons why it might be happening, and some ways you can improve diversity.
Women in STEM - Are we making improvements?
More women are being encouraged to enter STEM industries in recent years. But is it working? What more can be done? And how is Applied helping? Read on to find out.
Beauty and the Bias: Physical Attraction
In life, we’re told what is beautiful is good. In this article, we explore the problem of physical attractiveness bias in hiring.
Diverse Insights: A Conversation with Aubrey Blanche
Introducing #DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our first conversation is with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian.
Law & Order: Diversity Edition
In our perpetual struggle to create a fairer society, it’s comforting to know that we have the law on our side. Here are the UK laws protecting workplace diversity.
Is age just a number? The problems of ageism in recruitment
Despite efforts to increase staff diversity, ageism continues to be rife in the workplace. This article will explore ways to stop ageism in recruitment.
How can businesses benefit from blind recruitment?
Blind recruitment aims to remove bias from the hiring process, but does it actually work? We take a look at the data behind it and explore its possible benefits.
Winners and Sinners: examining diversity in the UK’s industries
The lack of workplace diversity in the UK is costing the economy billions every year. This failure is more obvious in some industries than others. But which ones?
Top 3 reasons why having a diverse workforce should be a top priority for your business
Everyone is familiar with the concept of workplace diversity yet few are aware of the real-world benefits to business beyond reputational advantage. Let us explain all.
How to remove gender bias from your job descriptions once and for all
The more diverse your workforce is, the better your company will perform. It’s not opinion, it’s fact. Here’s how to remove gender bias from your job descriptions.
Is my recruitment process biased?
Basically, yes. The question is how much. Read about the most common points at which bias can creep into your process and learn how to combat it.
9 reasons your job ads aren't working
And, more importantly, 9 things you can do to attract great candidates. Our guide on how to write inclusive job ads that convert.
Putting Applied to the test - part 2 of 3
Can technology be used to improve diversity? Yes it can - we put out platform to the test.
What is blind hiring?
'Blind’ or anonymised hiring refers to the technique of removing personal information from candidate applications during the assessment process. Learn how it works here.
So you read Lean In… now what?
Or, 5 things to read after you read Lean In and for some reason now aren’t magically CEO of a huge company.
How to anonymise CVs
We touch on the benefits of anonymisation, how to actually do it in a practical sense and then what else you can do to make your process even more effective.
We made Elon Musk’s résumé even shorter than that other one
Only eleven short sentences of Elon's CV are actually of predictive value. We removed everything else.
We need to talk about James
Our CTO gingerly skips through the warzone that is the Google Memo debate trying not to get blown up... with limited success.
How do I remove bias from my recruitment process?
As humans we are all susceptible to unconscious bias. Here's our guide on how you start removing it from your recruitment process.
5 interesting things we noticed about the UK gender pay gap data
Or, how I went on a gender pay gap data bender and woke up 24 hours later having discovered a whole range of fascinating insights.
Case Study — staatslabor & Applied
A casy study on staatslabor — a government innovation lab based in Switzerland — using Applied to hire for an Intern role
Blind Hiring Statistics: Why the Process Works
Statistics prove that diverse workforces perform better and help businesses become more profitable. Learn more about the value of blind hiring in 2019.
What do candidates say about our application process?
At Applied we are proud that hiring managers love our platform. We are equally glad that candidates also love the application process. Since our platform is designed to identify the best candidates in an unbiased way we decided to dig into our data to find out more about whether our great candidate feedback is influenced by demographics.
Over 100,000 candidates have now applied for jobs using Applied!
This month we welcomed our 100,000th applicant into this brave new world of bias-free recruiting. For context, the largest sports stadium in the UK, Wembley Stadium, has a capacity of 90,000. But even as we grow, it’s important to look beyond big numbers.
How can businesses benefit from blind recruitment?
Blind recruitment aims to remove bias from the hiring process, but does it actually work? We take a look at the data behind it and explore its possible benefits.
9 reasons your job ads aren't working
And, more importantly, 9 things you can do to attract great candidates. Our guide on how to write inclusive job ads that convert.
What we learnt using our own product to hire
Every day we work closely with our users to make Applied the best product it can be. But there’s nothing like being a client of your own product to learn rapidly.
Why we give every candidate personalised feedback
Here how and why we give personalised, actionable feedback automatically!
Procrastinate your way into your dream job - part 1 of 2
We've all been a procrastinator at some point in our lives. Check out the insights from our platform.
Procrastinate your way into your dream job - part 2 of 2
Procrastination. We all do it - but is this very human behaviour as problematic as we all think it is? Read the insights now!
How we write copy for humans
At Applied we believe applying for jobs is miserable enough and that language can help. Here is our guide on how we talk to humans.
The 4 horsemen of the hiring apocalypse
Hiring can be a hot mess of bust-up traditions and psychometric snake oil - our CTO sums up the issues with this apocalypse metaphor.
When a rejection became a suggestion. Referring candidates to other jobs
We discuss the value of giving unsuccessful candidates feedback.
Women in STEM - Are we making improvements?
More women are being encouraged to enter STEM industries in recent years. But is it working? What more can be done? And how is Applied helping? Read on to find out.
Winners and Sinners: examining diversity in the UK’s industries
The lack of workplace diversity in the UK is costing the economy billions every year. This failure is more obvious in some industries than others. But which ones?
Nine months since the UK gender pay gap data. What now?
For us humans, nine months is just the right amount of time to produce healthy punctual progeny. For possums, it’s enough time to produce around three bountiful broods of up to 40 offspring. For elephants, it’s not even halfway to producing one of their burly babies.
5 interesting things we noticed about the UK gender pay gap data
Or, how I went on a gender pay gap data bender and woke up 24 hours later having discovered a whole range of fascinating insights.
Diverse Insights: A Conversation with Natalie Mellin
#DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our second conversation is with Natalie Mellin.
Diverse Insights: A Conversation with Aubrey Blanche
Introducing #DiverseInsights - a series of conversations with the trailblazers turning diversity, inclusion and belonging ambition into action. Our first conversation is with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian.
What is unconscious bias and how can we prevent it
Whether we like it or not, we make instant judgements about the people around us everyday. This is called unconscious bias. Here’s what it is and how to tackle it.
What do candidates say about our application process?
At Applied we are proud that hiring managers love our platform. We are equally glad that candidates also love the application process. Since our platform is designed to identify the best candidates in an unbiased way we decided to dig into our data to find out more about whether our great candidate feedback is influenced by demographics.
How to remove gender bias from your job descriptions once and for all
The more diverse your workforce is, the better your company will perform. It’s not opinion, it’s fact. Here’s how to remove gender bias from your job descriptions.
Is my recruitment process biased?
Basically, yes. The question is how much. Read about the most common points at which bias can creep into your process and learn how to combat it.
Putting Applied to the test - part 1 of 3
Can we predict applicant performance without requiring CVs? Yes we can - we put our platform to the test.
Putting Applied to the test - part 2 of 3
Can technology be used to improve diversity? Yes it can - we put out platform to the test.
Putting Applied to the test - part 3 of 3
Hurrah! Applied not only made for smarter and fairer hiring, it also saved a tonne of time.
What is blind hiring?
'Blind’ or anonymised hiring refers to the technique of removing personal information from candidate applications during the assessment process. Learn how it works here.
Cognitive biases in hiring — a cheat sheet
Unconscious bias is no longer a term used by pointy headed researchers. Here's a list of the big ones in recruitment.
Hiring, honeybees and human decision-making
Research into how humans make decisions and how this affects the review and assessment of candidates.
The 3 best ways to assess candidates
Hear our CTO profess his adoration for the seminal Schmidt Hunter study which ranks candidate assessment methods by predictivity.
My calculator tells me people will apply on Wednesday
Our research into the best time to close a job ad, based on behavioural insights from our platform.
Procrastinate your way into your dream job - part 1 of 2
We've all been a procrastinator at some point in our lives. Check out the insights from our platform.
Procrastinate your way into your dream job - part 2 of 2
Procrastination. We all do it - but is this very human behaviour as problematic as we all think it is? Read the insights now!
How do I remove bias from my recruitment process?
As humans we are all susceptible to unconscious bias. Here's our guide on how you start removing it from your recruitment process.
Case Study — staatslabor & Applied
A casy study on staatslabor — a government innovation lab based in Switzerland — using Applied to hire for an Intern role
