Modern analytics are bringing new insights and predictive power to recruitment methods. This has drawn new, technology-based companies to the field, and led to major changes in hiring practices, including automated profiling of candidates. However, our own research shows that automatic profiling is prone to hidden bias, and can damage candidates’ experience of the hiring process. We therefore don’t practice or condone automated profiling.
Instead, we use our evidence base and analytical capabilities to inform the professional judgements of our psychologists. All reports are peer reviewed and we offer feedback to all candidates, successful or not.
Candidates value the depth, rigour and personal approach we take; they feel understood and represented by the process. Hiring teams feel supported by in-depth independent analysis and targeted questions that allow them to probe with more precision where it matters.
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