At the heart of Applied are five tools that help organisations to make better, fairer hiring decisions.

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Distractions can get in the way of good decisions

Research shows that whether we realise it or not, our assessments of others can be coloured by a whole host of irrelevant details, like a person’s name or their gender. This makes it hard for us to be objective. Since studies also tell us that more diverse teams perform better, this hurts firms as well as individuals.


Simplify information and strip away unnecessary clutter

Applied automatically blinds job applications to irrelevant information so that reviewers can concentrate on what really matters: candidates’ strengths. This means every applicant is given the best chance of success, regardless of their background.



The way we interpret things is context dependent

Typical recruitment practice is to review vertically. That is, we read individual applications from start to finish one after another. This means information provided in one answer can influence the way that we perceive subsequent answers. For example, an excellent answer to the first question can create a ‘halo effect’ that inflates the perceived quality of the next one.


Make it easy to compare across candidates to allow for objective assessments

Applied reorders applications horizontally so that reviewers just focus on comparing responses to individual questions. Since applications are also blind, you know you’re assessing the quality of each response fairly.