What you say matters. And evidence shows what you say changes who you attract. That is why Applied is built to help you to craft job descriptions that attract the best and most diverse candidate pools.
Good decisions can only be made using good evidence. And we know that the best recruitment decisions come from testing people on what they will actually be doing in the role. Applied includes a library of work samples that you can use to test candidates based on the real tasks they will face on the job.
There is more: once you create and use work samples, we’ll show you which were most predictive of your best hires so that your hiring learns from what works for you.
Over time your work sample library will be the beating heart of your recruitment process. Invite your colleagues to collaborate to build and trial new work samples. You can even choose to share your library with other like-minded organisations.
Once the applications start rolling in, we can tell you where you are finding your most diverse candidate pools, allowing you to make sure that your application is not going unseen by diverse candidates.
Applied even tells you who has started to apply, but failed to complete the application, so you can measure how sticky your application is and invite candidates back in to complete unfinished applications.
Applied is built around three evidence-based features that ensure your reviews are smart, fair and easy:
Applied shares anonymised applications with your team for fast and efficient review, with no need for log ins. Without a candidate's name, gender and age to bias human judgments, we’ve found that organisations invite radically different groups of candidates to interview.
By simply comparing candidates across one question at a time, Applied eases the cognitive burden on reviewers of identifying the best responses. Chunking applications in this way also reduces the risk that an early judgment affects later assessments.
By getting three independent reviewers, you can also be sure that you’re harnessing the wisdom of the crowd to get the most accurate assessments and not losing your best candidate by mistake.
Of course, we can’t blind everything, but Applied does help you to run well planned face-to-face interviews, where every candidate gets the best chance of shining.
Since objectivity remains key, Applied will also prompt interview panels to provide independent judgments before they circle back for the common post-interview ‘wash up’ - we know this is the stage where bias could otherwise creep back into the process.
Nobody missed. Applied will forefront the diversity characteristics of candidates at each round in your process, so you can start to measure and benchmark your gains as you create a more inclusive and equitable hiring process.
Missing out on a job is one thing, but missing out and never hearing why is even worse. Through the ebbs and flows of selection it’s easy to forget about all those candidates who didn’t get through. Applied can automatically share feedback with candidates, letting them know how they did in the process, and identifying their relative strengths and weaknesses.
For those you hire, having this information documented gives you a headstart on onboarding and designing tailored training opportunities. For unsuccessful candidates, this information can be invaluable to learning and feeling respected for the time they’ve taken. Applied can even suggest other roles in your organisation that they might be better suited to.
The holy grail of recruitment is continually refining your talent selection process based on actual candidate performance. For all the data that hiring processes generate, too often they’re not set up to deliver real insights. What questions were the most predictive of my best performers? Which candidates performed best on which questions? Who were my best reviewers? What’s the most effective filter to use the ensures I spend my time wisely but don’t inadvertently discard by best candidates?
Wouldn’t it be awesome if my hiring practices learnt from one another automatically? Once you are set up on Applied and hiring multiple rounds it will share and grade for you the most predictive hiring practices, so that your process learns and adapts with every hiring round. Huzzah!
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.