Equalture

Very helpful was the initial team analysis. Ideally, each team member played the games in order to analyze strengths as well as weaknesses of the team. This way, one can decide to hire candidates that are strong in areas where the team lacks, thus leading to a situation where one does not only have employees of one specific profile with the same skill set, but diverse people that compensate each other. Besides that the tool reduces biases when it is implemented in the early recruiting stage because the focus lays on the results of the games. The results give you a great overview on how well the candidate did on the tests (compared to other candidates in that position/from that industry).

Unfortunately, we use our own ATS which means that you have to clean the pipeline twice (in our own as well as at Equalture's). Also, some candidates just "ignore" the automated mail that forwards them to the games which they receive when applying, which means that I have to send out reminders to play the games when they would like to proceed with the application. Lastly, one should be aware of a small learning effect (I assume when candidates are familiar with the tests, the better the results might be).

We love this tool and it perfect fits our Company value. Our core is to offer organizations digital innovation in marketing and communications, by matching candidate to jobs. Digital expertise is a must in every single job and candidate profile. Equalture offers us the opportunity to show how to select the right candidate with digital tools by also challenging the digital capabilities of the candidates.
Besides the tool is a fun game to play. Its not only about selection but also a fun way to check your capabilities. I believe that nowadays we cannot select candidates only by selection, we need to find a interactive and fun way to do so. Equalture offers a nice, digital candidate experience with good quality of discovering your capabilities.

What we need to improve is the fit of the games versus the capabilities we check. It takes time to set the right standards and you need to continuously improve the standards.

Very easy to integrate with our current recruitment flow. Light and nice experience for the candidates, but at the same time with a focus on science. Appropriate for scale ups, since it does not require a huge amount of people within the company to create the appropriate tests for the recruitment process.

The tool is strong on giving information about the person, but in a pre-selection moment, when we need to look into the results and make decisions, we feel we don't have much help to determine what are possible thresholds or margins to consider (i.e.: how many points needs a person to have to not be a fit or be a super fit, considering the reality of each position). The "team average" and "industry average" give a help there, but that's not enough.

I especially appreciate how Equalture easily can map the existing team's cognitive relative strengths and weaknesses to other scale ups. As a manager, it helps me understand where I need to have a particular focus for future hires. Further, it helps me understand how I can tweak processes to take advantage of strengths and "hide" weaknesses.

The only downside really is that some candidates will not apply because they have to complete the games. This is especially true for developers in my experience, who generally speaking invests very little in their first steps of the application process. Hence, I have now moved the games to the second round to alleviate this "risk". But again, in many types of roles as well for many companies (I suppose), this will not be an issue.