Giving all candidates a response to their application

How we think about feedback

We believe feedback is important. It’s a superpower when it comes to self-awareness and growth, and is an integral part of our culture.

We’ve always ensured that our product experience is transparent; once there is an outcome for a role, we let candidates know over email. Now, we’re taking that one step further, to help applicants understand the key reason that they a) made the shortlist, or b) didn’t make the shortlist.

Here’s a few of our feedback principles:

• Timely: candidate's know the outcome of their application as soon as it has been finalised.

• Transparent: we explain to candidate’s why their application was successful or unsuccessful, according to our assessment framework 

• Trust: employers and candidates understand our matching science. Both parties have confidence in our assessment process to be equal and unbiased.

Here’s how we apply it.

How it works

As part of our Matching process, our team of Organisational Psychologists assess written and video tasks responses using Behaviourally Anchored Rating Scales (BARS). We create these with subject matter experts in the capability field.

Each candidate’s response is given a rating according to our definition of the capability being assessed. All responses are de-identified, e.g. removing gender, CV and age, to prevent bias for creeping in. This means we see past the CV, and only assess true, transferable strengths and experience.

At the end of the assessment process, our algorithm finds each candidate’s main fit, or main gap, for the role according to this assessment. We’re then able to send this to the candidate over email as feedback, and also to let them know the outcome of their application.

This new product feature is a big step in the right direction - but we’re not done yet! We're now working on how we can guide candidate's to develop each skill, to help them improve for the next time they apply.

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