Anonymous hiring software that uses predictive methods to source and assess high-quality candidates, creating the best teams possible.
Whether your focus is on diversity, reducing turnover or improving your quality of hire, Applied offers a single platform that streamlines your talent search, identifies the strongest applicants and creates open and authentic candidate interactions.
Once you’ve attracted a large, diverse talent pool you can use our platform to assess your candidates based on your required skills. You can also schedule and run interviews, using predictive methods to identify the top-performing candidate.
Applied provides recruitment tools to reshape your hiring process. We distinguish ourselves from traditional applicant tracking systems by anonymizing candidates and removing unconscious bias from the process at every opportunity.
This gives leaders confidence that they can increase diversity and are hiring only the best candidates.
You can also optimize the entire recruitment process from start to finish to suit your organization's needs.
The first step in transforming your entire recruitment process is to assess your job descriptions. To ensure the largest talent pool possible, consider whether the language you use is stopping people from applying.
Our job description analysis tool identifies examples of gender-biased language in your job posting and suggests alternatives and expert advice to help you attract more potential candidates.
By leveraging a skills-based methodology from the start, you're far more likely to attract job applications from the most qualified candidates.
Use our question library or tailor your own work-sample tests to assess the right skills.
Our software uses a guided build process for a streamlined approach to candidate management, so leaders can make better and faster hiring decisions.
Applied uses an automated applicant tracking system to analyze the most effective job boards that help fill your candidate pipeline. Allocate your advertising spend for cost-effective talent acquisition, so you can focus your recruiting efforts and save money by only using tools that deliver consistent results.
Instead of having job applicants submit a resume, our candidate assessment tool uses anonymised skills-based hiring. Candidates' answers are also randomized to remove bias from the hiring process.
Talent acquisition teams are given an intuitive platform for scoring responses, rich with analytics. Our talent management and applicant tracking system is based on years of research and behavioral science to remove bias from candidate interactions and ensure a fair recruitment process. Read more about our shortlisting process here.
So many recruiters are seeking an all in one talent acquisition platform to streamline the recruitment process, improve interview scheduling and maintain strong relationships with candidates.
With our all-in-one system, you can send invites, manage potential candidates, build questions, run the interview and score it without ever leaving the app. This not only simplifies candidate relationship management but also increases productivity for in-house recruitment teams.
Your candidate leaderboard will be populated using your unbiased assessment data. Equipped with the right tools, you’ll find the best job applicants and ultimately make the best hiring decisions.
Traditional methods can often create a one-sided approach to candidate relationship management. All candidates are given automated, tangible feedback on their experience — unlike most interviews. They love the process and see how we're trying to level the playing field.
Without a centralized approach to applicant tracking, there’s a risk that your recruiting efforts are not as efficient or well-informed as they could be.
With our platform you can access and download diversity and performance data at any time, helping you to make informed decisions on how to optimize the recruiting funnel.
Unanalyzed job postings are mass distributed to dozens of platforms, driving down the overall candidate quality..
If you make it through the resume sift, you might have a 15-minute phone call at best.
Resumes and unstructured interviews are examples of processes particularly susceptible to bias.
Years of experience and education are not good indicators of skill. Sifting through CVs is an administrative burden that you could likely do without.
Halfway through the entire process, you might engage with your first real indicator of skill.
A quick "gut feeling" meeting with the boss to see if you fit the "company culture".
And lastly, reference checks — are a notoriously poor predictor of performance.
Too many potential candidates are cast aside for outdated, arbitrary reasons.
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