Social distance is bringing everyone a bit closer

Who here has found themselves remarking on how nice everyone is being on conference calls in the last week?

And it’s not that insincere, business-as-usual nice. It’s like everyone is genuinely concerned about everyone else. Like the whole world has developed a deeper sense of community. Like somehow in the process of practicing social distance, we’re creating more human connection.

Work relationships always involve a bit of distance. No matter how genuinely “us” we are at the office, there’s always a separation. Stuff we wouldn’t say at work, or parts of our lives we don’t really share. Sometimes that’s for practical reasons – like, toddlers aren’t great in meetings or the dining table in your tiny one-bedroom apartment won’t fit your team. Sometimes people create the distance intentionally, to make it easier to make tough decisions or command respect.

More often than not, it just happens for unconscious reasons – you’re too stressed or busy to form real connections, it’s intimidating, or maybe suppliers and partners are talked about as titles so often – “our sales rep”, “my customer manager” – it’s easy to forget they’re real, three dimensional people.

That all changes in times of crisis. We see it in more “normal” times – when someone’s kid is really sick or there’s an accident, everyone becomes more vulnerable, honest and human.

It’s no different in a global crisis. When everyone is united by the same grief or fear or anxiety, it creates the space to unite around positive things – compassion, neighbourliness, a sense of community and learning.

Compassion in lockdown

NZ is following places like China and Italy into full lockdown mode. New South Wales, Victoria and (hopefully) the rest of Australia are close behind. Ignoring the toilet paper feuds for a second, it’s awesome to see that in the face of all that uncertainty, there’s an overwhelming trend toward compassion.

Many of us are scrambling to reassure our people that their jobs and livelihoods are safe, some of us are having really difficult conversations with teams when we can’t provide those assurances. More of us are in limbo – unsure exactly what this is going to mean for the people we work with.

“Be Kind” is the constant message coming from Jacinda Ardern each time she addresses the NZ public. Treat each other the way you hope someone will treat you. We’re noticing our customers are taking a minute before we launch into work stuff to ask how we’re doing. And not just as a business, but like, how are you? It’s such a simple thing but it makes the world of difference.

When it comes to our teams, you might not be able to promise someone everything’s going to be fine, but you can make sure they know you see them as fully human. Not a resource, a person. It puts any conversations you need to have over the next uncertain period into a different context. You’re not an agent of a faceless corporation. You’re a person, talking to a person about a hard situation. The decisions might be being made along financial lines, but the delivery is compassionate and the experience – positive or negative – is shared.

What happens next?

A lot is going to change over the next weeks and months. The novelty will wear off as zoom meetings get more tedious, we run out of stuff to watch on Netflix and the extroverts start banging their heads against the wall.

Let’s make a commitment to hold on to the kindness. Protect these new patterns of interaction based on compassion. This is an opportunity for reprogramming the way we do business – let’s make it truly people-first. And let’s keep being nice to each other on conference calls.

Weirdly’s all about helping you give candidates a brilliant, respectful experience – at high volume scale. Curious? Learn more here.

Uber + Weirdly: How putting softskills first changed the game

Getting great customer feedback is an awesome boost at this time of year. So you can imagine when Katie Noakes (Recruiting Manager, ANZ&Singapore at Uber) said she was keen to share some about her Weirdly experience, we were pretty chuffed.

Initially, Katie and her team chose to pilot Weirdly within their most recent Graduate campaign. That way they could really test the impact we had in a contained way, before rolling out to other parts of the business via a full integration with their ATS.

The Weirdly impact: First hand

We get it, choosing tools to add to your HRTech stack is hard. It’s often hard to separate what software says it does, from what it actually does and then what real impact that has on your to-do list. For that reason, we reckon there’s nothing quite like hearing directly from other users.

So in that spirit, instead of us telling you about the awesome stuff we’re doing with the Uber team, you can just watch Katie talk it through in her own words. Get the lowdown about how Weirdly’s impacting their day-to-day, where they saw the most benefit in the latest Graduate campaign, and Katie’s vision for the future.

“It was a huge change from what we’d done previously – basically [allowing candidates] to get to know us a little better, before we got to know them”

A few big, shiny numbers

Don’t have time to watch the full video? Never fear, we’ll be posting shorter snippets over on our LinkedIn over the next wee while. In the meantime, here are some of the major Uberimpact points Katie mentions in the clip:

110 hrs saved in the screening process

We knew that when we open up applications for this year we were going to receive high volume, so Weirdly was something we considered as part of reducing the time to hire, but also the stress and time on the team

2 people hired who wouldn’t have made it through in the previous process

It allowed us to look for alignment to our cultural norms, but also using the [Weirdly VideoIntros] technology allowed us to assess for soft skills upfront. It was a really great example of how a different piece of technology could result in awesome outcomes.

0% gender bias

Weirdly actually provided us really great clarity throughout the funnel in terms of gender and how we were tracking which was and amazing result! Not only that, Weirdly really helped us around the diversity of thought piece.

If this all sounds interesting – you’d like to speed up your screening or give your candidate experience a bit of a makeover, pick a time to have a hands-on demo. We can talk you through how Weirdly could slot into your process.

6 things candidates hate about your recruitment process

Any company that claims to care about people – whether it’s customers, employees or communities, should be paying attention to their candidate experience. The easiest place to start? Listening.

While that doesn’t sound like rocket science, it’s not exactly easy either. 

That’s why we’ve curated a list of the top candidate experience pain-points, as voiced by actual candidates. We’ve compiled these from our own research, as well as studies and surveys conducted by reputable sources in the industry, including The Talent Board (CandEs), LinkedIn, Talentegy and SHRM.

But wait, there’s more! 

For every challenge, we’ve also name-dropped a company doing a super-awesome job at addressing it. We know being presented with what is essentially a long list of problems to solve can be…overwhelming. It’s unlikely any of us could address every challenge immediately, but this way you can pick off one or two and check out how other companies are tackling them. 

Take away the buzzwords and an awesome candidate experience is ultimately about being more human 

As people-centred organisations, we should be conscious of how our recruiting processes support this truth: That every candidate is a human – worthy of our respect, compassion and kindness.

Sometimes that means getting them through fast – knocking them out as early as possible so they’re not wasting time languishing in a process that they’ll never succeed within. Maybe it means finding a way to deliver useful feedback at scale. It might even be looking for opportunities to build education steps into your experience so candidates can self-select out if it’s obvious they won’t be able to perform at their best with you. 

It can include simple changes that help create an inclusive, welcoming entry point – reviewing the language you use or the images on your career site. It might involve reviewing processes or implementing new tech.

Wherever you’re placed the same general rule applies: Improving candidate experience should start by listening to the feedback candidates are giving us.

So without further ado, here’s the hot-list: 

The most common candidate experience challenges for 2019

“Your career site doesn’t work properly on my mobile”

This is one of those embarrassing things that feels like it should be easy to fix, but gets held up by budgets and scheduling. We’ve all been there. Rebuilding a career site doesn’t need to be a pandora’s box situation. Web development has changed a lot in the last 10 years – simple sites that are easily evolved and amended are the new norm. More HRTech tools are improving their role in this too – with simpler integration processes and more customisable/better design job listing pages. 

Who’s doing a great job of fixing this?


“Your application process is tooooo long”

See a job you could be interested in, jump on that apply now button, then spend the next 45mins filling out a standard form that doesn’t work properly on your phone. Then rinse and repeat an average of 200+ times. There’s definitely room for disruption here.

Who’s doing a great job of fixing this?

Target Australia

“There are too many hurdles/why is applying here so hard?”

Asking a candidate to fill out that form, then upload the same info in resume form, then write a cover letter, then undergo skills testing – it’s a lot. Slimming those requirements down as much as possible, or spacing them out with great communication after each step goes a long way to improving this experience.

Who’s doing a great job of fixing this?


“It feels weird giving you all this info about me when I don’t know anything about you”

I mean, this makes sense right? It’s a pretty one-sided relationship and to be honest, contradicts the “culture of transparency/people-first/respect” values we’re all busy weaving through our employer brand messaging. Be honest, let your candidates know what they’re walking into – the ones who will thrive in your environment will engage even harder, the ones who don’t connect with your values and purpose will self-select out before they’ve wasted anymore of their time (and yours). Win-win. 

Who’s doing a great job of fixing this?


“What’s happening next? When will I hear back? Do I just wait forever?” 

The 2019 Talentegy report shows one of the biggest drivers of negative CX is “an overwhelming lack of communication after applying, with 63.2% of job seekers being dissatisfied or extremely dissatisfied.”. No one likes being ghosted, right? It really is as simple as that.

Who’s doing a great job of fixing this?


“This job description sucks!”

There are three common forms to this complaint:
a) Recruiters getting language wrong in a way that means the job description literally doesn’t make sense (eg. getting Java and Javascript muddled up), or
b) Including conflicting messages in the description and criteria (eg. “entry level” positions that also require tertiary education and years of experience), or
c) Lots of words, no actual information. Especially when it comes to salary information and specific tasks/responsibilities the role includes.
At the end of the day, SHRM research shows only 50 percent of candidates find job descriptions to be valuable, down from 55 percent of candidates in 2017 and 77 percent in 2014. That’s an alarming statistic, if not a surprising one. 

Who’s doing a great job of fixing this?

Basecamp or Lever

If your experience could use a little attention, Weirdly’s custom assessments make it easy to engage, educate and connect with your candidates while gathering your own candidate experience metrics.

Weirdly and Greenhouse: Together at last

If the ATS market was a coming-of-age movie, Greenhouse would be the new kid who arrived and became star quarterback overnight. They’re popular, great looking, holding down straight-As and a member of every extra-curricular club or activity you can imagine. 

The big appeal for many Greenhouse users (aside from that 🔥UI/UX) is the range of features and integrations they offer. We’re chuffed to add Weirdly to that list. Pre-screening for soft-skills has never been easier for Greenhouse users (or more fun for their candidates). 

Sound like a bit of you? The first step is to book a demo with our crew so they can run specific use-cases using your own unique requirements, as well as show you all the shiny bells and whistles.  

Once you’re onboard, here’s an example of how some Greenhouse users are already integrating Weirdly into their process:

Step 1: Add a Weirdly quiz to your job. 

This is as simple as just choosing “add Weirdly” from a dropdown in your usual job set up page. One click and it’s done. Honestly, I wish it were more complicated so this paragraph didn’t have to be so short.

Step 2: Automatically invite candidates to complete your Weirdly soft skills assessment.

For your candidate, the experience is just as seamless. They apply for your job the usual way – clicking on a jobboard ad, directly from your career site, via your facebook page – however you’re sourcing your candidates. Once they’ve submitted their initial application details, an email is automatically sent with a link to complete your Weirdly quiz. The email is branded with your logo and text can be customised to you which gives your candidates additional employer brand exposure.

Step 3: Review the best candidate profiles

Each candidate in Greenhouse who completes a Weirdly assessment is automatically tagged with a score range so you can see at a glance which candidates have the soft skills you need.

Clicking into the candidate profile allows you to download their full Weirdly assessment. You’ll be able to see how they answered each question and how those questions relate to the soft skills you’ve chosen to test. 

Simple, huh? Three steps – one of which is totally automated. So really, two steps.

Two tiny steps for recruiters, one giant leap for your hiring process.

But don’t take our word for it. One of our customers who has been trialling our Greenhouse integration recently sent us this: 

“Using Weirdly with Greenhouse has been amazing – it allows me to give a world-class candidate experience, without ever having to leave my Greenhouse dashboard. We’re getting amazing results in the NXS feature that weirdly provides too, showing that candidates love the process as much as we do!”

That NXS feature mentioned? That’s a metric we use to report on your candidate experience. That’s right, a real, qualifiable number that you can use to measure how good a candidate experience you’re delivering. Strictly speaking, this isn’t just a WeirdlyXGreenhouse feature, it’s available across all our ATS integrations. We also offer it as a module to those brands (like Bumble and Atlassian) using Weirdly as an engagement tool on their careers site. 

So if you’re using Greenhouse to manage your applicant workflows, Weirdly can help make your candidate experience feel more branded and engaging. Oh, and if you like saving up to ⅓ of your screening time, Weirdly delivers that too. I mean, why wouldn’t you?

Book a personalised demo with one of our team now.

Show Us Your Stack: The most popular HRTech tools of 2019

Last week at Sydney’s ATC2019 conference, we invited recruiters from some of Australia’s largest companies to “Show Us Your Stack”. 

Some of these people-people lead talent acquisition for global brands, some are team recruiters for leading organisations in the asia-pacific region. A few were from companies with a reputation for being innovative, market leading and experimental. Others were from more established, traditional organisations with complex bureaucracies.

No matter where they came from, the themes we heard repeated were the same:

  • The future of recruiting needs better candidate experiences
  • We want genuinely useful, applicable data and analytics – it’s time to tame the deluge
  • For crying out loud, why have I never considered plotting out my stack on a piece of paper before?

So with that last one in mind, we thought it would be useful to share top tools shared with us over the conference. We’ve broken them down under the categories in a typical stack to make it super easy to follow. 

So without further ado, here’s your 2019 HRStack inspiration:

Passive candidate engagement (CRM, Talent pipeline/pools)









Company’s Own Talent Pool



Phenom People


Lever nurture

Inhouse Database

Hiring Solved





Avature CRM





Success Factors






Avature ATS








Job Boards




Specialist Boards*




Work 180


Grad Connection


Career Hub




Kumera Vine

Job Cafe


Sourcing Tools

Linked Recruiter

Seek Premium Talent Search




Own Talent pool



Jobadder Talent pools



Open Source hunting

Shane McCuskers Intelligence


Social Talent

Angel List

Boolean Strings

Chat Bots




Zoho Recruiter

Psych Assessment

Saville (via Ranstad)


Crystal Knows





Criteria Corp

Aon’s Assessment Solutions

Aspect Organisational Psychologists

Genesys 15FQ+



Interview mocha

KF4D (Korn Ferry)

PPA (Thomas International)

Predictive Hire




Test Grid

Test Partnership

Skills Assessments


Aon’s Assessment Solutions

Coder pad

Gallup – Sales Hiring


Interview Mocha




Test Grid




Video Interview

Spark Hire




Google hangout







Background/reference checks




Avature Online Reference

CV Check

Employment screening services




Diversity Tools


Gender Decoder

Work 180

Flex careers


Predictive Hire


Productivity tools








MS Planner

Office 365

People Insights

Yellowfin Business Intelligence

Onboarding systems




Bamboo HR


Success Factors


DXC Onboard




Success Factors recruitment module


Recruitment market places

Talent Vine






ONYA (referrals)



Contingent Software




Entity solutions – CMO




Bamboo HR





flare HR HRIS


Hubspot Marketing

Lever Talent

Linkedin Life Pages





Tableu plugin




Wellbeing 360

Oh hey! You made it here. If this list is all feeling a bit intimidating, check out this easy summary infographic version. Same info, packaged up with interesting stats, insights and more colours.

Or if you could take this chance to check out #2 on the Psych Assessment list – grab a demo time by clicking the easy link and one of our Weirdly team will give you a tour.

Find the full list of 2019’s most popular HR Tech tools here

Refresh your tired HR Strategy with these 6 ideas

For our Australian friends, end of financial year is fast approaching and we all know what that means: Budget meetings, strategy meetings, process meetings, meetings about meetings, and follow-up meetings to discuss actions from your meeting-meetings.

It’s a busy time.

It’s also an exciting one – time to analyse results, propose changes, start fresh, build on last year’s progress, fix broken systems. I love year-end, can you tell?

Whether you’re deep in the EOFY craziness, or just hitting your own team’s strategic review period, we’ve compiled a bunch of considerations that might get the creative juices flowing for next your phase of planning.

Six easy thought-starters to get your strategic wheels turning

Run a simple candidate experience audit:

When’s the last time you reviewed your candidate experience? Like, ran through the whole process from whoa-to-go, as if you were a candidate yourself? No doubt you’ve spent a fair amount of time over the past year thinking or talking about or even working on different aspects of your candidate experience. If you haven’t also done a full, end-to-end audit, now’s your chance.

Don’t let yourself be intimidated by the big “audit” word. Get a couple of people from your team together, put out a bunch of halloumi fries and run through this simple audit checklist we’ve pulled together. It’ll give you a good foundation for discussions about thing you’re doing well and stuff you could improve.

*Fake moustache optional.

Test an employee engagement initiative:

We’ve all seen employee engagement become a pretty consistent presence on trend reports over the past year or two. But please, for the love of all the snow in Winterfell, don’t let it fall victim to buzzword fatigue. Building authentic engagement is too important. It’s the cornerstone of virtually every other aspect of HRM.

Without it, your culture is in the ditch, your attraction and sourcing becomes exponentially harder and your performance and retention rates fall through the floor.

Focussing on employee engagement is a bit like planting a tree – the best time to do it is yesterday. Creating sustainable engagement is a long game, with relationships built over time. Now’s a great time to dig out those awesome initiatives I know you’ve had hiding away in your “we’ll do it one-day” drawer and start testing. Run some experiments, design a pilot – who knows, FY2020 might be the perfect proving ground for a small idea that becomes a big company policy.

If your ideas drawer is looking a little empty, you can pull from this comprehensive list of ideas from our mates over at PageUp (which reminds me, stay tuned for our latest ATS integration announcement ?.

Measure something new:

Let’s face it, noone likes a good spreadsheet or reporting metric like a people-person. Take a minute to think about what you’re measuring and where the holes are. For example, how are you measuring your candidate experience?

An increasing number of organisations are using cNPS-style questions to put hard ROI metrics around their candidate experience investment. We’ve developed our own feature to do this for our customers, but a handful of ATS’s are following suit with simple single-question style surveys on offer.

Whatever you choose to use, you’ll need to be aware of industry-specific benchmarks so you know what “good” looks like. In the spirit of collaboration, there’s a crowd-sourced spreadsheet available online for people to (anonymously) share their cNPS scores and determine benchmarks. Based on other people’s entries, you’ll be able to see what other orgs like yours are achieving. It’s the open-source research at its best!

Link your initiatives to your company’s bottom line:

Battling for more budget is a common challenge at this time of year. There’s no more compelling case you can put forward than showing a direct line between the initiatives you want to invest in, and the company’s bottom line performance.

The team at Virgin Media famously showed a causal relationship between their investment in candidate experience and improved sales results. Guess who’s probably not having a fight about more budget allocation for candidate experience work now?

Ok, so you might not have Richard Branson at the helm getting excited about running experiments. There’s great data out there to help you make your case – linking what you do with company performance.

We’ve talked a lot (and a lot) about the impact of culture and candidate experience on bottom-line sales. We’ve also developed an interactive calculator you can use to work out your own candidate experience impact figure. Drop a few commonly-accessible numbers into the calculator fields and we’ll tell you how much a poor CX could be costing you in sales. You could even share it with your Marketing and Customer Experience heads and add their weight to your case – remember, their results (and budgets) are being affected by this too.

Introducing, the cX-Men

Get your values off the boardroom wall:

Now’s the ideal time to check how alive your values really are. Are they 2-dimensional platitudes looking pretty up on your boardroom wall? Or are they living, breathing ideals baked into the way your people interact, work and contribute to your culture?

If you need some inspiration from companies who are doing an absolutely stand-up job of weaving values into their recruitment, culture and HR policies, have a look at this list of our favourite examples.

Or if you’re still a bit stuck on exactly how to define your values or how you could bring them to life, we’ve created a pretty simple workshop template here that you can use to map definitions and come up with cool ideas.

Mine non-HR people for solutions:

Whether you’re trying to improve technical process challenges or communication things, don’t get stuck in your silo.

There’s a wealth of information sitting down the hall in different departments that you can tap. In fact, you have a unique perspective over who in your organisation might have relevant experience in solving similar issues to you – even if they’re in a different context. Use that super-power!

To get your started, take a look at this advice from some of the best, smartest, most experienced CMO’s in the world about how to build employer brand. There’s a gold mine of information out there – you just need to cross the floor every now and then.

Weirdly builds the best candidate experiences for some of the biggest brands in the world. Join Uber, Target, and Virgin Airlines by putting values and soft-skill assessments at the top of your recruitment process. Book a demo with our team today.

A global workout: Multi-language screening with Les Mills

A while back we talked about our new Weirdly language translation offering. Well, this week we’ve launched our first use-case with Les Mills International.

As one of the world’s most respected fitness brands, Les Mills classes are taken in gyms all around the globe. Their recruitment efforts are equally global. That means it’s important every part of the candidate experience is welcoming to candidates from all over the world.

The Les Mills team have integrated a custom Weirdly quiz into their usual JobVite process. This lets hiring managers and recruiters instantly screen candidates based on values and soft-skills alignment. The translation feature means candidates complete the Weirdly quiz in their most familiar language.

So candidates in Portugal or Brazil can answer screening questions, with an awesome branded experience in Portuguese. While candidates in Japan get the exact same quality experience (and answer the same questions) in Japanese.

What’s in it for Les Mills?

By delivering this consistent experience, the Les Mills talent team build comparable data sets from all around the world. Our psych team will work alongside Les Mills to pull out patterns and insights on a regular basis. All this helps their recruiting team build more efficient, inclusive hiring strategies over time.

So we’re talking about layers of benefit here.

For the candidate:

  • An engaging, inclusive candidate experience that takes candidate geography into account
  • Tangible evidence that Les Mills is a truly international brand that cares about supporting a diverse workforce.

For the recruiting/hiring bods at Les Mills:

  • Faster screening based on values and soft-skills early in the recruiting funnel
  • A seamless, integrated process flow with their ATS (in this case, JobVite)
  • A brilliant, globally-consistent employer brand experience
  • Rich data collection over time that’ll help inform and support wider recruiting strategies.

So how does the process work exactly?

For the Les Mills team, this customisation is a seamless experience. The JobVite integration allows the recruiting team to attach a Weirdly quiz with one click as they set up a job. From that point on, everything is automated.

When a candidate clicks on a Les Mills job ad, they complete the standard JobVite application form as usual. On hitting the submit button though, they’re now automatically sent an email invitation to complete a Weirdly screening quiz.

This email (and the quiz they’re linked to) is automatically configured to be delivered in the appropriate language for the market. So if the candidate completed their application via an ad they found on WeChat, the email will be delivered in Chinese. If they found the ad on a German job board, they’ll be sent the exact same email and quiz in German.

This language customisation happens automatically in the ATS without the team having to click any extra buttons or add any steps. It’s super simple and means the recruiting team keeps momentum high by sticking with the process they know works.

Once candidate responses are in, hiring managers can log into the ATS in the usual way to review shortlisted candidates. Their overarching Weirdly score is easy to spot at a glance, right from the candidate list view.

Each candidate also has their Weirdly assessment results attached as an easily printable pdf so managers can check scores against each attribute. It’s a great way for them to get a deeper understanding of each person, as well as a brilliant start-point for interviews.

Do you recruit globally? The simple act of providing a screening assessment in the language your candidates feel most comfortable using speaks volumes about your commitment to inclusivity (as well as improving your application accessibility). Have a chat to our team today about multi-language soft-skills screening.

Carrots beat a stick: The best employee benefits from companies around the world

Dreaming up great benefits is the fun bit of designing your remuneration package. They’re also a key part of bringing your culture and values to life in a tangible way.

As the Weirdly team grows and spreads into new markets, we find ourselves talking more often about what benefits we could design that would really bring our values to life for our people.

Rather than go straight to the usual gym membership and catered lunch ideas, we tapped our customers and PeoplePeople slack community for a dose of inspiration and uncovered some creative, unexpected and frankly, pretty exciting offerings.

The list is too good not to share so without further ado, here are some of the coolest benefits organisations are offering their employees around the world.


I mean, this crew know how to live and breathe their values and that certainly shows in the benefits they offer. With their focus on equality – in the workplace and in relationships, it makes sense that they have a wealth of family-centric benefits up for grabs.

Alongside their 16 weeks of paid parental leave, they list IVF/Egg Freezing and Breast Milk shipping amongst a list of supportive offerings.

Plenty of room for families in this Beehive

General health is a priority for their employees too and, like a lot of companies we came across they provide healthy catering and ‘booch on tap. What’s a bit different about the Bumble team is they also provide a $100 monthly wellness benefit for each employee. This is a super-cool way to show your employees you trust them to know what’s right for themselves, and to avoid the one-size-fits-all wellness programme trap many corporates are falling into.

Oh, and being able to get a haircut right in the office sounds pretty appealing too, tbh.


Speaking of wellness programmes, there seems to be a surge of orgs offering counselling and therapy to employees. Companies like Buffer provide their people subscriptions to therapy app, Joyable as a way to help them manage work and life pressure.

In a similar vein, Wag gives each employee access to free, licenced therapists to help maintain their mental wellbeing. It’s a great way to round out the premium insurance and healthy snacks parts of their health benefits package.

I probably doesn’t hurt that you spend your days with these puppers either.

Try top these good boi-nefits. We’ll wait.


It’s not just the hipster startups making with cool benefits these days. Deloitte’s listening hard to their employees and providing great offerings like on-site physio sessions and pet insurance alongside their generous family-support benefits ($25K reimbursement for adoption costs gets a double high-five from us!).

It was hard to choose a favourite benefit from this crew, but the Career Break offering was the one that got the Weirdly team buzzing the loudest. A three to six month sabbatical to pursue personal or professional growth opportunities is a brilliant idea. On their career site they list this as “Time to refresh and renew to help increase effectiveness, creativity, and productivity”. I mean, is there anyone who can honestly say they wouldn’t benefit from a bit of that?


For some of us, being able to take blocks of time away from work is less about professional development, and more about wrangling tiny humans during school holiday times. EY Australia has introduced a new “Life-Leave” programme. Employees can opt to take six to 12 weeks of life leave a year to do anything – from traveling to working part-time to spending more time with their kids.

Alongside this, they’re offering a similar Term Time offering where parents can choose to work full time while schools are in session, and part time while the kids are home for holidays.

Avoid this feeling every term


Our personal care-relationships go far beyond juggling kids during school holidays of course, and NewsCorp’s US team are working hard to make sure their people have the extra support where they need it.

To help the increasing number of people caring for elderly parents or family members, they’ve introduced generous compassionate leave, emotional and practical support initiatives. Employees in this position are also offered subscription to Wellthy – an app that helps with care coordination and planning and helps alleviate some of the administrative load for these carers.

It’s inspiring to see companies like NewsCorp leading the way on this kind of employee engagement. Facilitating people to manage the challenging and rewarding responsibility of caring for ageing family indicates they’ve really been listening to their employees. Which you know, is a pretty great “benefit” in itself!

Honestly, so many people shared their favourite benefits with us, I could go on all day. We’re excited about digging into some of these ideas and coming up with a list of uniquely “Weirdly” ideas of our own. In the meantime though, we’re keen to keep the inspiration coming. Share your favourite benefits with us in our PeoplePeople Slack community, or anywhere on social media with the hashtag #BestBenefits.

Weirdly creates the best candidate experiences for some of the biggest brands in the world. If you’re interested in soft skills assessments your candidates will love, book a quick demo today.

LinkedIn Trend Report: Building more equality in the candidate-employer relationship

How’s your newsfeed – full of LinkedIn 2019 Global Trend Report think-pieces? The most recent report has been dissected by HR influencers the world-over (including this awesome hottake by our own Aussie team), but it was one small sentence, buried at the bottom of the intro that caught my attention:

“…many companies are starting to embrace a more equal employer-employee relationship—not just because it looks good, but because it’s good for business.”

A more equal employer-employee relationship is good for business. Sounds obvious, right?

Organisations around the world have been implementing policies to support this shift for a while now. Becoming more transparent, working with employees to design flexible, supportive work environments, investing in benefits and learning&development programmes that are exciting and personally fulfilling.
This is cool but the thing that really hooked my attention was the idea that this shift is good for business. There’s a financial benefit to treating your people like, well, people. And if this applies to employees, it has to be true for the candidate/employer relationship as well.

Let’s take that idea for a walk for a second.

What’s standing in the way of a more equal employer-candidate relationship?

Trust, respect and mutual benefit are the cornerstones of any equal relationship. Now, I’m going to go out on a limb here and guess most of us have every intention of building our candidate interactions on those founding principles. But the reality of high volume, high pressure recruitment processes mean most of us are missing the mark more often than we’d like.

Sometimes it’s a resourcing thing – not enough time, over-stretched teams, tight budgets.

Sometimes it’s a lack of inspiration, or a sense of overwhelm with the herculean task of changing anything to do with HR/TA process. Talk about facing Everest – changing processes that are embedded across multiple markets and teams can be an intimidating task.

But here’s the good news: Mountains are eaten one, tiny, managable bite at a time. You don’t have to change the whole world. A small change can have big impact when it comes to your candidates feeling more respected or helping them trust you.

What would a more equal candidate-employer relationship look like?

Remember the cornerstones we mentioned earlier? Trust, respect and mutual-benefit – these are deceptively simple to start dialling up in your recruitment process.

It starts (kind of obviously) in your ads and job descriptions. Share real information. Make sure they sound like a human wrote them and give clear, concise, honest information. Think about the ads you see everyday – not just the recruitment ones, think about the hundreds you see each day for cars, snacks, toys, homeware. What makes you instantly feel like a brand is trustworthy? As someone who spent the better part of 10 years analysing this stuff, let me tell you it’s not lots of flashy keywords and seductive messaging. Without fail, it boils down to using clear language, not making overblown promises, and giving people the information they need to immediately understand if the thing is right for them or not. Exactly the same should apply to a recruitment ad.

Is your application process communicating respect? For example, talking about inclusion and your “people-first” culture is undermined by only asking for hard skills or qualification data in your application. Including some way for candidates to share soft-skills and values information with you is a practical way to show you’re considering them as a whole person – not just a resume.

Ahem. There are some really great tools you can use for this. Cough.

Giving feedback hardly seems like a revolutionary idea. But it could be. Consider this:

What if the recruitment process itself was rewarding – a valuable, educating experience for every candidate, even if they don’t progress to the end.

Atlassian are doing an awesome job with this. Using their custom Weirdly quiz to give every potential candidate the kind of valuable insight that makes the time they spent applying worth it.

With this kind of experience, the recruiting team gets smart screening and volume reduction, but more importantly the candidates are educated about the company’s values, made more self-aware about their own and the alignment between the two. This is not a privilege afforded to the shortlist. This is respect the team at Atlassian are showing to Every. Single. Candidate.

The skills-gap and talent shortage challenges we all face aren’t going anywhere soon. But if we use our application process to help educate candidate pools in small ways we could make real inroads to closing that gap. Whether it’s improving self awareness and highlighting opportunities for soft-skill development, or more overt encouragement toward upskilling.

Individually, these ideas make for a better candidate experience – one that builds trust and shows respect. This mutually beneficial approach puts you and your candidate on a more equal footing. You’re sharing the power – allowing them to make more informed decisions, earlier. And, just like LinkedIn’s quote about employees, that doesn’t just make you look good, it’s good for business.

We’ve got some cool examples of companies using Weirdly to deliver a better candidate experience. We’d love to share them with you! Just click the link below to book a quick demo and we’ll also talk you through how Weirdly could work in your process.