Open Ownership · Sep 2021
Over the last few years, Open Ownership (OO) has been using Applied, an online recruitment and hiring platform. OO is committed to open, fair, and transparent recruitment, and the Applied platform enables an unbiased, ethical, and efficient alternative to most other hiring strategies.
OO believes that removing conscious and unconscious biases is key to ethical recruitment. The Applied platform aims to do this in several ways. Firstly, Applied anonymises and randomises candidates’ identities and identifying features, including name, gender, family association, ethnic background, education, and location.
Secondly, Applied uses scenario-based questions rather than CVs, which helps avoid bias by removing the data normally contained within them (such as name, academic pedigree, influential companies worked for, etc.). Using scenario-based questions also gives OO meaningful information with which to sift applications, whilst giving candidates a useful window into the role.
Finally, when reviewers are looking at the scenario-based answers submitted by candidates, Applied uses anonymisation of applications, multiple reviewers, and randomisation of answer order to work against a variety of biases that often come into play (such as halo effect, stereotype bias, comparison friction, confirmation bias, and groupthink).
Therefore, using Applied gives OO the highest possible chance of finding the best person for the role and greatly increases the diversity of the workforce.
In September 2021, Kathryn Davies, OO Communications Manager, spoke with OO Director of Finance and Human Resources, Claire Reichenbach, to get her take on what it’s like to use the Applied platform in the real world.
Claire Reichenbach: Our experience with Applied over the last couple of years has resulted in such high-calibre professional hires that I am convinced that the screening and entire process is worth it. I think the investment of time and effort by the organisation is important because it’s a process for us internally too – to make sure that we’re prepared for the hire, the role, and the individual when selected.
The stage of writing the initial scenario-based questions makes the panel reflect on what are the core tasks and competencies needed for the role, in a way that makes the job description more concrete and which can, at times, improve the job description before it goes out for advertising. It makes us think of exactly what skills we need in the role. These questions ‘sift’ the candidates so we can see who is most suited to the role, and who we should invite to interview, and all this is done anonymously.
CR: In my experience in human resources, scenario-based questions enable the candidates to reflect on how they would behave, react, and respond to a theoretical situation, which provides a level playing field for all candidates. By that I mean that the candidates don’t have to prove experience, so it allows people who may not have had the opportunity to work in this environment before to have an equal chance to shine in the questions and the interview. Scenario-based questions allow OO to put across to the candidate what it’s actually like to work for us, in a real-life situation. We use honest examples so it gives the candidate an insight.
CR: Personally, what’s the most surprising for me is how much I trust the process, having used it for a couple of years. In particular, the initial sift questions reliably predict the top candidates every time, followed by interviews and tasks which enable us to make the final decision about who is the best person to appoint. This has resulted in people with different skills and backgrounds to complement our diverse team - we currently have colleagues in seven different countries.
CR: I think they should feel confident to trust the process enough to be themselves. If they answer the sift questions openly and honestly they can trust that if they are suited to the role we will be able to identify them and they will come out near the top. We read everyone’s sift questions as the starting point and don’t look at CVs until much later on in the process. This gives an opportunity to people who feel they have the skills but have a less conventional background or CV to feel that they can apply and will be given the same opportunity.
When we also consider that all the questions and tasks are scenario-based, it means it’s a genuine two-way process which also lets the candidates see what the job is like, and how the organisation works. Recruitment should be two-way but often isn’t, apart from letting candidates ask a few questions at the end of the interview. We feel that using Applied lets candidates get to know the organisation as much as it helps us get to know them. It’s a different way of recruiting, but I’m convinced and wouldn’t go back to the standard application processes or CVs!
“The hiring process is seemingly fair and unbias. This is great. The timeline given was enough to fill out the application. Even though the application seems rigorous, it is worth the time.”
Policy and Research Associate, about 2 months ago
“Thank you. This application process felt painless, fair and consistent with OO values.”
Policy and Research Associate, about 2 months ago
“More engaging than just writing a cover letter, and also helps the candidate decide if they are a good match for the job by giving insight into the day-to-day tasks.”
Policy and Research Associate, about 2 months ago
“The 4 questions in this application is a great way to demonstrate your skills especially when you know you can perform the role but your experience may not necessarily match up with what is required.”
Policy and Research Associate, 2 months ago