We believe that a lot of great potential hires fall through the cracks because of how applicants are usually screened.
The resume is not very useful in comparing candidates objectively, and there is always a risk that implicit biases influence our decisions, without us even realizing it. Of course judgement and intuition can be very important when hiring… but sometimes we need a little help.
The Fitzii Assessment has been designed so that all candidates are assessed solely on how well they are likely to enjoy and perform in a particular job. Every individual is presented using a standard Candidate Profile to prevent subjective measures from guiding the screening process. Of course, human judgement is crucial to recruiting, but we believe it is best applied after the best potential candidates are shortlisted, or as we like to say, we determine the fit, you determine the chemistry.
We also offer tools to take the objectivity of the shortlisting process to a whole new level. This includes features that allow recruiters to hide information such as dates, locations, names and even applicant pictures to ensure that the initial shortlists of candidates are free from any implicit (or explicit) biases that may exist.
The benefits of our inclusive approach to screening is that recruiters get to consider candidates they may not otherwise have considered, while avoiding those that perhaps “look great on paper” but are, in reality, not a good fit. Ultimately, using more objective tools to assess applicants leads to companies that are populated with more engaged, diverse, productive and happier employees. And we think that’s good for everyone!
We’re very passionate about objectivity in hiring and in particular ensuring certain populations aren’t disadvantaged by hiring processes or tools. If you have any thoughts on how we can make Fitzii even better or would like to discuss other aspects of objective hiring please contact us, we’d love to hear from you.
