A traditional phone screen is your best insurance against pointless interviews. It's also a time drain as you spend a lot time talking to candidates who you quickly assess as not a fit. Phone screens are where candidates first feel moments of unconscious bias and your company misses on potentially Power Skill match candidates.
One person makes the decision for the hiring manager and your company if a candidate moves forward to an interview with a traditional phone screen process. That person carries unconscious bias just like all of us.
If you don't control a phone screen with fixed questions and later clarifying questions, then you're introducing unconscious bias, even if unintended.
We've all been only 3 minutes into a 30 minute phone screen and recognized there isn't a fit. With accelerated first impressions, provided by Fair Screen ™, you're now engaging with candidates most likely to succeed in your organization.
With Fair Screen Insights, you'll broaden the candidate pool and identify applicants most likely to succeed based upon machine learned employee benchmarking.
Drive insightful career development exercises and dialogue by utilizing Fair Screen to equitably benchmark current employees in a reduced bias method to reduce employee attrition and improve morale.
By incorporating our tools and committing to reducing bias in your recruiting activities, we grant your company access to our sister site, where you’ll find candidates you normally can’t reach. Our 8a.network site is expanding quickly and is a new way to identify and select talent.
We started with using the Power Skill Assessments to reduce our reliance upon applicant tracking systems. It was amazing how many quality candidates we were filtering out because of our ATS and this solution just makes hiring more fair. We've now upgraded to using the full suite of products, to include unconscious bias and candidate experience and so far so great.
The bench-marking tool is really informative and has helped us really understand what attributes tend to predicate success within our company. The highlighted traits initially shocked us, but since we've incorporated identifying those same behaviors into our hiring process, we've seen better alignment with the hiring managers when passing candidates. Candidates have also mentioned they've enjoyed the interviewing process.
We've been using 8 and Above features like Fair Screen, Impartial Interviewing, and Unconscious Bias for almost a year. The feedback from hiring managers, talent acquisition colleagues, and candidates has been really great. In fact, we've noticed a decrease in negative Glassdoor reviews, and more importantly, an increase in our talent pipeline. Evidently candidates are enjoying our process so much now they're actively talking about our company on social media - in a very positive way!