Starting position
FS-SC began using Aivy in October 2020 to be able to better pre-select their applicants. The use of appropriate aptitude diagnostics should avoid purely subjective decisions that could result in unsuitable or insufficiently diverse applicants being invited to the company's own Assessment Center.
The aim was to save recruiting costs, improve the candidate experience and make hiring decisions more data-driven.
Implementation
In order to compare the predictive power of Aivy with that of common application documents, 56 applicants were assessed using both selection methods and then invited to the Assessment Center. HR managers had previously created a requirement profile with Aivy, on the basis of which an Aivy fit score could be determined.
The selected applicants were then assessed on the basis of their performance in an assessment center, on the basis of which the final recruitment decision was made.
The statistical evaluation of the collected data showed a clear relationship between the Aivy fit score and the performance of participants at the Assessment Center.
In comparison with the applicants' application documents and grades, it was shown that the Aivy process 5 times stronger predictive power owns.
Thanks to the improved forecast, it is possible to Prevent 30% of wrong decisions.
Results
At the same time, the user experience and visual-aesthetic appearance of Aivy were surveyed in a follow-up survey of applicants. The results showed that Aivy was a 30% better candidate experience and offers a 33% better visual appearance than comparable testing methods.
Triff eine bessere Vorauswahl – noch vor dem ersten Gespräch
Aivy zeigt dir in wenigen Minuten, welche Kandidat:innen wirklich zur Rolle passen. Jenseits von Lebensläufe basierend auf Stärken.
