There was something of a leap of faith to move to Applied and get rid of CVs entirely. The Applied sift didn’t only mean a faster way of achieving our ultimate goal but a significant culture shift. CVs have been around for decades after all!
We needn’t have worried! We very quickly found that we immediately won back a full 1.5 days per hire by automating the blinding portion of the process. We also had excellent feedback from candidates who rated our process 9/10 on average and have retained 100% of Applied hires.
Combined with our own internal efforts to improve inclusion at London Sport, we saw a more diverse range of candidates, with 50% more applications from ethnically diverse candidates than we’d seen before. By focusing on simply identifying the most suitable candidate, rather than implementing a diversity goal for its own sake, we were able to make great leaps forward.
On top of this, we found that 5 out of 6 of those we interviewed scored highly enough to have been hired. That’s great news for hiring managers who no longer have to sit through interviews that will go nowhere. This goes both ways, too. We no longer waste candidates' valuable time if they’re not likely to thrive in the role.
"It can be so easy to dismiss technology that can help when you’re a small team with limited budgets, but we quickly found out it ‘cost’ us around 1 and a half days of collating and anonymising data for every hire. Not only was this a lot of resources to waste, the opportunity cost for that very skilled person was huge!"
Head of Grants & Governance