Allison joined Persado in April 2019 as Chief People Officer and is responsible for the strategic oversight and direction of all People-focused aspects of the business. Persado is present in five countries, eight cities and is rapidly growing.
Persado’s Talent Acquisition team is present in most major company hubs and hires across the globe. “The challenge for us is to maintain Persado standards across regions and to select the best candidates without bias”, said Allison. “There are risks of an excellent profile to fall through the cracks, and we need an equitable hiring process to be able to attract and hire all types of candidates if we were to bring diversity of thought and skillset into Persado”, she adds.
Evaluation/ Assessing the Assessment
The solution Allison was looking for had to meet certain rigorous standards. At Persado, improving the candidate experience is of equal importance as getting the best people on board. The team evaluated several assessment platforms before selecting Bryq. “We were really looking for 4 things: a bias-free selection process, an assessment not only measuring cognitive skills but also personality fit and culture add, a great candidate experience and a user-friendly tool that integrated well with our existing HRIS ecosystem. Bryq was the only platform that fulfilled all four requirements”, said Allison.
The feedback from both candidates and users (People team and hiring managers) is positive both on process and results. The Talent Acquisition team that used the platform found it very easy to navigate, create profiles that are aligned to the job description and understand the results of the candidates, which were shown clearly in easy-to-understand reports.
Implementation & Support
Implementing Bryq was very simple – Bryq integrates seamlessly with many Applicant Tracking Systems, including Workable that is used by Persado, making it just another stage in the interview plan within the job.
“Bryq has over 700 pre-built profiles in its platform so there was no hassle in having to set up the profiles from scratch. But, having the ability to also customize the built-in profiles by adding on more traits that depict the company’s culture or job-specific requirements allow us to make the best hires for Persado.” mentions Allison. The profiles, derived from the Holland Codes Theory, are rigorously tested in practice and bias-free. “As industry leaders, we have set the bar quite high to ensure we get the best talent out there – some of our positions are so new and specific, that they simply don’t exist elsewhere. For those positions, the Bryq team helped us benchmark existing teams and combine their results with the theoretical profile – creating accurate and customized profiles to help us make the right hires.”
The results gave the Talent Acquisition team insight on how to mix teams and get other personalities to blend in with the current teams allowing for increased diversity. “We do not want to have teams that have all personality traits identical but to differ where possible” Allison explained, “thereby growing the dynamics of the team.”
The team emphasized that the simplicity of the UI compared to other tools made it easy to both create assessments and understand the results without any special consultation or training. “Most of the time new tools, as amazing as their results may be, fail because people do not implement them correctly; there is always a “resistance” when adding a step to a process but the user-friendly UI – both in setting up the assessments and understanding the results – made Bryq plug-and-play”, said Kim Capicotto, Head of People Analytics at Persado. “Bryq provides easy-to-understand guidance about what personality traits mean and what interesting questions are most helpful when an area of concern exists; after the first few candidates, it all just became natural to us” Kim added.
How did Bryq Help
”Getting buy-in from department heads at the beginning was essential to seeing Bryq become a successful tool for us” Allison urges. Bryq’s assessments are set up to get you the right candidates in the recruitment funnel. The usual process starts with reading through an average of 250 resumes per role. The screening process becomes difficult in really reading into someone’s resume based on how well each profile is marketed or not. Bryq comes into the process prior to actual screening and can help find the best candidate for a particular job fast, without bias and contribute to structured interviews based on the assessment results. “From the candidates that take the assessment, we prioritize based on the ones that ranked highest. The next step was to look into the results of each candidate to dive in deep during the interviewing process so as to ask more defined and structured questions during the interview” said Allison, “being able to hone-in fast on the best candidates for a role gives us a tremendous advantage in a competitive market – we can move and close these candidates while other companies are still screening resumes.”
- Create an equitable hiring process by removing bias
- Enhance the Candidate Experience while reducing time-to-hire
- Find the right talent that matched Persado’s unique job requirements, both cognitive and personality fit, while increasing Diversity & Inclusion|
- Assisting hiring managers to conduct structured interviews
- Minimal change to the current process, thanks to ATS integration