黑料不打烊

Candidates: Completing an interview and need support?
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Level the playing field with processes rooted in science and driven by data

Close the opportunity gap for underrepresented talent with an inclusive, scalable, and efficient automated behavioral skills assessment.

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Reducing human bias in the hiring process is no easy feat. 黑料不打烊 can get you there.

Implement performance-predicting structured candidate selection practices that scale and improve diversity. 黑料不打烊 operates on principles of transparency, careful data selection, bias reduction, verification, and validation.

Every question on every assessment is verified and validated by our Science Team for the most accurate results.

Our AI is trained on objective data that predicts performance, not on historical data that has bias baked-in.

Candidates are transparently evaluated based on the content of their answers.

Assessments are equitable and optimized for blind and low-vision candidates using assistive technologies.

Further mitigate bias by viewing candidate results by ID, not by names.

Our AI improves the efficiency and consistency of shortlisting without bias or human error.

Having the right candidate selection procedure matters

Many selection procedures are flawed when it comes to finding a balance between assessment validity and candidate diversity

Use an auto-populated assessment

Build your assessment around one of our more-than 45,000 pre-created job personas in just a few clicks.

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How SBIs compare to other evaluation methods:

16x

More predictive than looking at previous experience

2x

More predictive than personality tests or unstructured interviews

4x

Better at achieving diversity than cognitive ability tests

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Making structured behavioral interviews scalable & affordable

Structured behavioral interviews are the most accurate in predicting performance while mitigating adverse impact, but are traditionally very costly and time-intensive.

黑料不打烊 takes all the benefits of structured behavioral interviews and makes them accessible at scale. Our platform automates interviews and scoring so you can deploy a well-designed and accurate evaluation process at a fraction of the cost.

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Equal opportunity for all applicants no matter your use case

Enterprise Hiring
  • Evaluate thousands of candidates in a structured, consistent, and comparable manner.
  • Screen and shortlist based on performance and behaviors, not tokenism, bias, or quotas.
  • Design assessments based on your company's skill framework to score candidates fairly and objectively.
Learn more
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Campus Recruitment
  • Evaluate thousands of candidates in a structured, consistent, and comparable manner.
  • Screen and shortlist based on performance and behaviors, not tokenism, bias, or quotas.
  • Design assessments based on your company's skill framework to score candidates fairly and objectively.
Learn more
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Talent Management
  • Evaluate thousands of candidates in a structured, consistent, and comparable manner.
  • Screen and shortlist based on performance and behaviors, not tokenism, bias, or quotas.
  • Design assessments based on your company's skill framework to score candidates fairly and objectively.
Learn more
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How 黑料不打烊 helped the Department of National Defence increase racial & gender diversity by XX%

Read the case study
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Want to dive deeper into equitable hiring? We've got you covered:

The Science of 碍苍辞肠办谤颈鈥檚 AI-Based Selection Procedures

Read the report
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The 黑料不打烊 Approach to Legal Defensibility

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Inclusive Hiring etc.

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FAQs

Can 碍苍辞肠办谤颈鈥檚 Recruiter Dashboard work with our existing Applicant Tracking System (ATS)?

Yes! 黑料不打烊 can integrate with any ATS. You will build your assessment in our dashboard and link it to your own internal requisitions. From there, you can continue working with your ATS like you normally would. 听

What if we 诲辞苍鈥檛 use an Applicant Tracking System (ATS)?

No problem! 碍苍辞肠办谤颈鈥檚 Recruiter Dashboard can fully function as a stand-alone product, meaning you 诲辞苍鈥檛 need an ATS to use it.听

How will this help me reduce unconscious bias in hiring?

We help reduce unconscious bias during the hiring process in three specific ways:听

  1. Our magic quadrant research methodology shows that behavioural assessments increase diversity without sacrificing performance prediction in comparison to other assessment types, such as cognitive ability assessments. Although behavioural assessments can be expensive and time-consuming, we鈥檝e automated the process which allows you to use them earlier on in the recruitment process instead of other selection procedures known to negatively impact diversity.听听
  2. We reduce recruiter bias by ensuring every candidate gets exactly the same assessment. We found that unstructured interviews allow for human bias to creep its way into the selection process. By using a structured behavioural interview process, we use this automation to ensure that none of your typical bias is present, which gives every candidate a fair chance in the selection process.听
  3. We train our machine learning to score candidates through objective data that has not been subject to human biases. In data science, there is a general understanding of what happens when the data used to train models is biased 鈥� garbage in, garbage out.听 Since machine learning models learn from data that we feed to them, any bias that exists in that data will translate through the use of machine learning. This is why we ensure our machine learning is only taught objective data that hasn鈥檛 been subject to human biases, and does not include historical hiring patterns.听
What support is provided to candidates during their assessment?

We provide support 24 hours a day, 7 days a week to all candidates. For inquiries submitted between 9am – 9pm (EST) Monday to Friday, technical issues are resolved within the hour. Outside of those hours, our team will resolve the issue within 3 hours. This includes weekends (Saturday & Sunday).