#aucklandrec – the diversity edition

#aucklandrec or Auckland Recruitment Meet-up is a regular Meetup of talent sourcing professionals from all over Auckland. Fuelled by Toto’s Pizza and lots of tasty beverages; over 100 talent professionals chatted, networked and learnt about diversity.

After some drinks were had……

…the speakers kicked off. First up was Katy Anquetil from Manpower Group who started with a thought provoking demo:

Three volunteers – two women and a man – were each offered a glass of wine, and much more wine was poured into the man’s glass. Katy asked the man if he was a parent, when he said yes, he got more wine!

It was a very visual way to show the wage gap… Katy pulled out stats which shows that it is a whopping 12%, unless you’re a parent… then it grows to 17%.

It wasn’t all doom and gloom though, in a room full of talent professionals, Katy gave some very concrete actions through the use of a pertinent Ryan Gosling meme.

Ryan Gosling says: Hey girl, didja know that if women were earning as much as men, the US Economy would produce over $47 billion in additional income... will you ask for a raise?

Then next up was Philip Patston from DiversityNZ but speaking about Be Accessible NZ. He had the shakiest start to his presso… getting stuck in the lift on the way in!

A stark reminder that you should check your equipment regularly!

Philip also started with some stats…

1 in 4 kiwis have access needs

Pointing out that while 1 in 4 kiwis have access needs… 60% of them are un/under employed. The opportunity cost of this workforce exclusion has been calculated at $11.7 billion. He then outlined some of the amazing things that Be. is doing to fix this:

Things that BeAccessible NZ does

Last up was Claire Montgomerie from Westpac NZ. Conscious of the fact she was standing between the crowd and the pizza, Claire went through the amazing things that Westpac had done with with Inclusion and diversity. Through consistent programmes, Westpac NZ’s leadership team is now 51% women.

Claire pointed out that it wasn’t good enough to consider only one type of metric… and that Westpac NZ had created a group or programme for all sorts of diversity. They specifically had groups for culture, gender, sexuality, age, disability & accessibility. In fact, they are one of the first kiwi companies to be awarded the Rainbow Tick.

Well that was us from #aucklandrec. It was a blast, and if you are in recruitment you should go and sign up on Meet-up and perhaps we’ll see ya there!

PS: the pizzas were awesome, thanks XRef!!

Some takeaways from the evening:

Katy Antequil from Manpower Group

  • As a talent sourcing professional and not the hiring manager, YOU can ask the hard questions:
    • Why Hiring Manager would we offer X less than Y for the same job?
    • Why would X be less qualified because she took a year off?
    • How do we determine a candidates worth? Is it not based on the job we are asking said candidate to do?
    • Shall we conduct an organisation wide pay gap audit?
  • Always submit a diverse slate of candidates, if necessary, strip CVs of gender and ethnicity before giving them to the hiring manager.

Philip Patston from Diversity NZ

  • Tell Be. of any internships or professional positions that might be of interest.
  • Check them out online → www.beaccessible.org.nz

Claire Montgomerie from Westpac NZ

  • Your programmes need to be company wide and driven from the top down. If there is no buy in from the top level, it will fail.
  • Consider all types of diversity and try to be inclusive for all.




Want to work on your diversity? Including a Weirdly quiz in your hiring process is an awesome way to target the weird that you want.

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Robots vs Humans: are algorithms going to replace you?

It seems weird that a company that is about finding the very human idea of cultural fit is looking at algorithms to be the next big thing. You know the role that you’re hiring for, after a few personality quizzes and several interviews, you feel that you know the applicants and you definitely know your company…surely you are the best person to find that ideal candidate.

In fact, research has shown that even simple equations beat human decisions by at least 25%. This holds true across the board, from the trenches all the way to the c-suite.

In last week’s #CIO100 launch, Gartner presented their top 10 Strategic Predictions for 2017 and beyond. In particular, they predict that by 2020, algorithms will positively alter the behaviour of over 1 billion global workers. Gartner believes you can solve ‘talent retention and attraction’ using pervasive algorithms. Or, specifically, by creating algorithms in every aspect of your business,

Unfortunately, the algorithms out there in HR land is all about crunching big data to tick the right boxes. There is no mention of cultural fit at all! (there are a few coming, but the jury is still out till we see it in the wild)

What’s worse is that Gartner also predict that by next year more than 3 million workers globally will be supervised by a ‘roboboss’. Or, in other words, an algorithm that will determine what work you need to do. What will happen to your carefully crafted company values if half of your team are ‘robobosses’?

Weirdly believes in allowing you to hire people based on how well they fit with your weird… not only the culture you have right now, but the culture you NEED, the culture you WANT to have.

Remember that algorithms rely on the data that they are given. The decisions that they make are only as good as the data that you are putting in. If, like us, you believe that great culture comes from connectedness, engagement and relationships… then you feed those data points in, and your algorithms will, in a non-biased, non judgmental way, calculate the best person for the job. What’s even better is that Weirdly will assess your culture and your goals, find the opportunity profile for productive culture evolution, and assess the candidates to fit. We aren’t about just removing human error, we’re about empowering you to make creative and strategic decisions about the direction that you want your culture to go.

We do believe that the next big thing will be machine learning and algorithms. What we need to do as a society is not lose track of the human-ness. Machines don’t get distracted by inconsequential details, they are amazing at crunching through large amounts of data with no bias… but they need to be told what to do exactly.

Weirdly can help with knowing which data is important to track and which data needs to be fed back into the system. While we are working on all sorts of exciting things to automate some of this, all of your team needs to start off in the right mindset. Data should not be an afterthought, or a chore you do after the ‘real work’ is done. Your data strategy needs to be built into your processes right from day one. This way, your company will be at a competitive advantage when you turn the robots on… you will already have all your ducks in a row.

Build the culture you want to have now, start thinking about the attributes you want and it’ll take us 30secs to generate a quiz

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#HRTechConf: Your live feed of insights, tweets and gifs

HR and Recruitment conference season has hit the states and it’s shaping up to be a doozy. HRTech conference (Hashtag HRTechConf)is being held in Chicago this year, overlapping with LinkedIn’s Talent Connect conference in Vegas, then followed closely by the 2016 Global Talent Management Conference in New York.

If jetting back and forth across America isn’t on the cards for you this year and you’re feeling the FOMO, we’ve got your back. Starting with #HRTechconf, we’re collating the best insights, opinions, news and hilarity from select sessions across all three days. To make it even more convenient, we’re doing it right here for you. No need to go filtering through miles of twitter feeds and LinkedIn posts.

This feed will be updated live across both main days of the conference. So dig out an old lanyard, make yourself some watery coffee and tune in. It’ll feel like you’re really there!



We’re recruiting for culture all wrong: A lesson from your kid’s school shoes

Whether you call it culture fit or culture add, recruiting with values and alignment in mind is a controversial topic. Recruiters are pretty agreed that assessing more than just a candidate’s skills and experience is important, but what that really means is up for grabs. The thing that’s missing from many of these discussions is the implied follow up question: Fit with what, exactly?

I remember being a kid, going shopping for school shoes with my mum. Parading back and forth in front of that tiny, knee-height mirror, stopping periodically for mum to squish the toes and check there was enough room for my feet to grow over the school year. You see, every parent knows the universal truth of children is that they’ll always grow out of their shoes. Buy them with the future in mind.

The same truth applies to business. Any organisation, regardless of size or stage, is always growing. Hiring more people, growing into new offices and complexes, expanding or innovating product lines, adding new revenue streams.

Business is about growth. Surging forward. Growing into bigger shoes.

So why do we not apply this truth to company culture?

The concept is simple: We know business is about progress and growth and moving forward. And we know culture is the heart of a business. Logically, culture should also be growing and progressing and moving forward, shouldn’t it?

That means when we’re planning and building and thinking about corporate culture, we should remember it’s an evolving thing.

The culture you have today, is only a stepping stone to the culture you could have tomorrow.

In the same way as we constantly refine and improve our products to improve customer loyalty or generate more revenue, we should also be constantly refining and improving our company culture to create happier, more engaged, more productive people.

It’s an infinite progression. There’s no point where you sit back and say “Hurrah! We’ve achieved maximum culture. Let’s stop improving and evolving now”. Your culture, like your business and your kid’s feet, will always keep growing.


Hiring for culture fit the way you shop for kids shoes

What’s the first step most people take when hiring for culture? Usually, it starts with assessing the culture they’ve already got. Tools like Culture Amp or the Denison Solutions favoured by many of the Fortune 500 companies, let you define your current culture pretty accurately. But here’s why using that as the ONLY benchmark for measuring culture add is dead wrong.

Looking for a match with something you’re going to outgrow doesn’t make any sense.

Instead, finding someone who will help influence and create a better version of your culture – who will help push your culture forward in a positive direction makes more sense.

Culture development is a strategic role. Thinking about how your culture needs to shift and grow is part of setting your culture strategy.

Hiring the way you buy your kid’s school shoes means considering how your culture is likely to grow, and what kind of person will help craft that next stage of culture development and looking for a fit with THAT goal. Not just considering alignment with how your culture looks today.

So when you’re shopping for new talent to join a team, take a moment to remember that space in the toe of your 8-year-old’s school shoes and think strategically: How is your culture going to change and grow over the next 12months? Is this candidate going to help drive that growth?

If you’re recruiting with your growing culture in mind, Weirdly’s the right tool to add to your HRtech arsenal. Click for a free trial here.

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Psychometric tests vs culture screening: It’s not as simple as you think

Psychometric tests are big business in the recruitment world today. A 2014 Forbes article estimated 60-70% of applicants are completing some kind of personality test when applying for jobs with US employers.

You really can find these tests everywhere: closely guarded by experts with fancy degrees and leather patches on their elbows, or floating free on the internet for anyone to use (and misinterpret). Smart people have spent decades creating and testing and tweaking these tests to be predictable and robust. In the right hands, they’re a valuable tool.


So what’s the difference between a psychometric test and a culture screening tool like Weirdly?

Well, a lot.

Think about it like this. Personality-assessing psychometric tests are like a guy who can tell you everything there is to know about a particular set of tyres – all the vital measurements and the engineering that’s gone into making them – right down to the most minute detail. A culture screening tool like Weirdly is more interested in telling you whether these tyres are likely to work on your particular car, the way you’re driving it and in the conditions you’re planning on driving.

A personality test will tell you lots about a person – how they communicate, what they care about, how they need to be managed. Weirdly (and other culture screening tests) will tell you one thing: is that candidate going to complement your culture?

Psychometric tests assess the candidate Psychometric tests don't assess personality and skills, not fit


When is assessing “culture fit” a waste of time?

Another recent Forbes article claimed 89% of poor hiring can be attributed to bad fit. But culture fit has become a controversial term in the HR and Recruitment circles. And with pretty good reason. The lazy way to think about fit is to look at the culture you have, and find someone who will perfectly slot into the team. They share the exact same cultural attributes and values as your current crew; they’re a perfect fit. But that’s a recipe for discrimination of the worst kind. That I-don’t-know-what-I-want-so-I’ll-just-get-the-same-thing-I-always-have style discrimination.

The smarter way to think about culture assessment is by looking for a fit with some aspirational culture goal.

Think you’ve got the perfect culture already so you can stop trying to improve it? You’re wrong. That’s like saying you’ve got the perfect relationship so you can stop working on it.

Culture is an organic thing. It grows and changes as people and businesses grow and change. It can always be improved, just as people can always be better and kinder and smarter and stronger.

When our business was facing down a particularly challenging period of growth, we needed more emphasis on the celebration part of our culture to carry us through the hard times. When our business gets stuck on a plateau and growth is stalling, we might need more emphasis on competitiveness to kick things into another gear.

The values that make up our culture may stay pretty similar – competitiveness and celebration are always there, but how each of those values is emphasized naturally shifts as the business requires it and as our mix of people changes.

Strategic culture fit, recognises that. And the things that qualify a candidate as a “good fit” will adjust too. Coming into that challenging growth period? A good fit is a candidate who has infectious optimism will amplify your celebrations. Hitting that plateau? You need candidates who will push the team’s competitive spirit to the next level. Whether you use the term Culture Add or Culture Fit, it should mean the same thing. You’re looking for people who will contribute what your culture needs to be better.


Does screening for culture replace psychometric tests?

Short answer? No.

The longer answer, like always, is it depends. A great culture screening tool like Weirdly refines your shortlist down so you only apply rigorous psychometric personality testing to a few pre-qualified candidates. It means you use psychometric testing to get a deeper understanding of candidates you already know fit the parts of your culture you need to emphasize. That may mean you’re not doing the heavy, expensive testing on as many candidates. Instead, you’re saving it for the people you know already have the potential to succeed.

That’s how you turn big business, into smart business.

Interested in using Weirdly for culture screening before you kick off the full psychometric testing? Just pick the attributes you want and it’ll take us 30secs to generate a quiz.

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Inclusion creates diversity: How an inclusive workplace can change your community

Inclusion is a hot HR trend for 2016. Making people feel safe, respected and valued is important part of a healthy culture. Māori Language Week is a great opportunity for Kiwi workplaces to put some of those inclusive policies into practice.


It’s Māori language week here in NZ. Te wiki o te reo Māori. It’s an opportunity for Kiwi businesses to honour our awesome, diverse country while also achieving those company #culturegoals. Bringing the ‘Inclusion’ part of your Diversity&Inclusion policy, to life.

Inclusive culture can have a huge positive impact on your team productivity, your company’s bottom line and your retention rates – it’s pretty well documented. But have you ever thought about the impact your inclusive culture can have beyond the office walls?

Our workplaces are often like mini versions of the communities we live in. Sometimes the representation is a bit off (hello #girlsintech), but ideally the attitudes and culture of our organisations should look fairly similar to the communities we serve.

So in NZ where Māori are heavily underrepresented in leadership roles and, in some cases, entire industries, we’ve got room for improvement.


A culture of inclusion can change the world

One of the things we talk about a lot in the Weirdly team is how business has the power to effect big change. And if there’s one change we’d all like to see, it’s a shift toward a more inclusive society built on empathy.

A few recent events have made this feel more urgent lately – ranging from the truly tragic, to the truly ridiculous. I’m not sure where ‘the rise of Donald Trump’ fits in that scale but you can be sure, it fits somewhere.

Donald Trump v Inclusion


We wrote a blog a while ago about how the wonderful diversity of New York city could stand as an example for building diverse, culture-led workplaces.

Now as business people, we have an opportunity: let’s make our inclusive, diverse workplaces an example for our cities and communities to follow.

By creating a culture of inclusion, we’re helping our teams challenge and review their perspectives. And when our perspectives are challenged, and people’s differences are valued, we have more empathy for each other.


Te Wiki o Te Reo Māori: An opportunity for inclusion

We don’t have the same level of overt racial conflict that some other nations see, and we’re making steady strides in addressing more than a century worth of systemic “othering”. Our Māori heritage is widely recognised as an important part of what makes NZ so special. But the job isn’t finished. Think about your workplace.

How well does it recognise that heritage? Could you do any more to be inclusive of Māori perspectives, language, traditions? Heaps of our organisations are great at this. But you know, some of us could do a little better.

Two of Weirdly’s four founders are Māori. I’m one of them and if I’m totally honest, the thought of using Te Reo to create a more inclusive culture hadn’t even crossed my mind. But after hearing fellow founders talking about being “the token Māoris” at business events, or how they wince every time they hear their entirely white team rolling out the old Māori-place-names-as-swear-words joke, it made me think. Language is powerful. It’s a tool for uniting and teaching. It creates familiarity. If we’re serious about being inclusive, language is a great place to start.


Create Inclusion using language


Inclusive = empathy = productivity = good for business

A friend of mine works for a multi-nation engineering firm. They’ve developed an education resource – a game for school-aged kids to learn about resource management and engineering infrastructure (I was all ? about this too, but it’s actually pretty cool). In revising the tool for the NZ market, they’ve engaged various iwi to consult on parts of the game. They’ve included challenges around piping water through tapu sites, they’ve woven Māori words and phrases throughout the game – they’ve actively looked for ways to translate their own culture of inclusivity into the product they’re creating.

And the coolest part is that this process is making the workplace an even more inclusive place. Discussions about different perspectives are happening organically over lunch-breaks. People are becoming more empathetic as a result and that’s leading to more productive discussions when opinions differ on a project.

Te Wiki o Te Reo Māori provides an opportunity for us to create that same effect in our own workplaces. It’s about using language to bring a culture of inclusiveness to life and create a culture of open discussion and productive empathy.

There are obvious positive roll-on effects to innovation and productivity. But imagine for a minute, the impact it also has on our local communities. Embedding this kind of empathy and inclusive respect into our workplaces means people carry those same attributes into their own homes and communities.

In the case of this week’s whakanui of Te Reo Māori, we get to use language as the way to build more inclusivity and familiarity with a crucial part of our national identity. Making part of our nation’s culture, a part our workplace culture.

That’s pretty tu meke, if you ask me.

Want to include a bit of reo into your recruitment process? Weirdly screening questions are totally editable so you can use your own language – however you kōrero

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Graduate recruitment case study: Fletcher Building goes blind

Graduate recruitment campaigns are a great opportunity to create fun, effective candidate experiences that bring brand and culture to life. We spoke to Dan Phillips (Brand Experience Manager) about how his team at Fletcher Building used Weirdly to do just that (and tackle unconscious bias at the same time!).

Every year around the same time, University campuses get extra crowded. Corporate recruiters buzz around, competing for the best and brightest soon-to-be graduates. Students are (understandably) nervous – often overwhelmed by the choice of where to go once they graduate. And “how to write a resume” websites get a huge spike in traffic.

Fletcher Building are well-known for their creative, award-winning graduate recruitment campaigns. For the 2015 campaign, they wanted to tackle a particularly tricky challenge: Eliminating unconscious bias.

The team needed to assess how candidates met the personality, culture and skills requirements they’d need to thrive in one of NZ’s most successful businesses. And they wanted to do that while reducing how much unconscious (or conscious) bias had a chance to affect their selection process.


Graduate Recruitment challenge: Eliminating unconscious bias (and snagging the best students)

When recruiting grads, you don’t have a lot to go on. Resumes are sparsely populated and LinkedIn profiles are (mostly) non-existent. Often, all you’ve really got is a transcript and well, the stuff you can glean from social media presences. We all remember being 18, right? Imagine the story your Facebook would’ve told about you if it existed back then.

Graduate recruitment like nope

Dan and the Fletcher Building recruitment team were keen to give these candidates the best chance to prove their potential, without leaning heavily on the traditional resume+cover letter trope.


Why Weirdly?

Graduate recruitment is incredibly competitive. The biggest employers in the country are vying for the best and brightest students. Standing out is key and, as we know, these students are driven by more than just generous pay-packets and flashy perks. Fletchers saw Weirdly as a way to engage graduates in a fun, branded candidate experience right from their first interaction.

Using a Weirdly custom skin, we built a candidate experience that looked and sounded like Fletcher Building and worked seamlessly with the wider graduate campaign.

The custom quiz allowed the recruitment team to rapidly screen based on how well these candidates would complement the company culture Fletchers is building. Rather than just measure people against how well they match the current team culture, Weirdly allowed Dan and his crew to look at how candidates would help to enhance and evolve the Fletchers culture in a positive way.

“Our Weirdly quiz provided an awesome, memorable entry point for our candidates – they got a better understanding of what it might be like to be part of the Fletcher Building team, and we got to see how well they could positively influence our culture”

That’s pretty great on its own, but the magic really came in turning the campaign blind. Because the team wanted to tackle unconscious bias with this campaign, Weirdly’s custom skin also allowed us to block all identifying demographic information from the recruiting team during the screening process, including names, gender and contact information. That means the Fletchers team could be sure they were screening purely on how a candidate answered the questions.

How did Weirdly fit into Fletcher Building’s Graduate Recruitment process?

Weirdly sat right at the beginning of the recruitment process in this case. The custom quiz was the first application point for candidates, with our dashboard the place the Fletcher’s team did their first round of screening.

With identifying data obscured, the recruiters filtered over 600 applications down to a long-list of 100. Those 100 were then sent onto Winsborough for full psychometric testing.

From there, the long-list was reduced further to the top-50.

Those candidates were then invited – via Weirdly’s video integration – to submit a short video. True to the blind campaign theme, those videos were run through obscuring software to hide the candidate’s identity before being added to each of the top-50’s Weirdly profiles. And from there, our top-50 became a top-40 (triggering Rick Dees themed flashbacks for anyone who was a teenager in the 80’s and 90’s).

It was only at this point, that candidate identities were revealed and an assessment centre held.

“I hate to think how long screening from 618 candidates to 100 would’ve taken without Weirdly. The huge volumes would’ve forced us to make snap judgments and inevitably bias would’ve played into that. Weirdly was awesome for making the whole process faster and more fair”


By far the coolest bit for us was comparing Weirdly’s candidate results, with the psychometric assessment results.

Over 57% of the candidates who ranked in the top tier of the psychometric assessment, also scored in the top 50 on their Weirdly assessment. That’s powerful validation for a light screening tool like ours.

“Knowing how closely the Weirdly results were supported by our usual psychometric assessment means we can just use Weirdly as our first screening and save the more expensive, robust psychometric testing for much later in the process [with fewer candidates] – that’s a huge cost saving!”

For Fletchers, the true victory was in getting a crop of awesome candidates who wouldn’t have necessarily got through a more traditional recruitment process.

“With no unconscious bias in play, we ended up uncovering a whole lot of brilliant candidates who might have either not got through or not even applied for a place in our grad programme in the first place.”

So the graduates got an awesome candidate experience, the recruitment team got a streamlined process and we all got a little closer to helping NZ’s biggest employer eliminate unconscious bias. Sounds like another brilliant graduate recruitment campaign.

If you’re starting to plan your next grad campaign, chat to us about a Weirdly demo. If you’re keen to just jump in and have a look for yourself, it only takes 30sec to set up a basic quiz.

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The Case for Culture: Resources to show culture is linked to profit

Great company culture is linked to profit growth. We know it and you know it. But sometimes convincing the big bosses to invest more resource into growing culture feels way harder than it should.

So we’ve created a useful open resource (let’s not be fancy, it’s a google sheet) that’ll help you build a compelling, data-driven case supporting investment in your company culture. This is a list of articles, studies, infographics and case studies that’ll help convince any boss that a great culture directly impacts your organisation’s bottom line (even if the boss you need to convince is you).

"Company culture is linked to profit" probably says Beyonce

Because let’s face it. Your boss may not be Beyonce, but they still love them some paper.

Great culture is linked to profit. Your budget is linked to your business case

It seems every man and his dog is studying the impact of culture on the bottom line at the moment. But noone’s got endless time to trawl the internet looking for reputable sources with just the right statistic for your case.

So we’ve pulled together a list of the top published studies, infographics and articles on the subject. These all support the case that awesome company cultures are directly linked to profit, productivity and competitiveness. That means building a great business case for investment in culture, just got way easier.

And because this is an ever-evolving field of research, we’ve made this list live and editable. That means it’s literally YOUR list. Crowd-sourced from awesome people-professionals (just like you), able to be added to and amended on a live google-sheet document by you and everyone else in the HR/Talent/Culture community.

Because we all benefit when more companies create awesome workplace cultures, this resource is designed so our community can help each other make a better business case for culture.

So jump in, take a look. Add your own links to favourite studies, research, infographics and articles to the google doc and make your own case for why better culture is linked to profit and better business.

Weirdly Integration with Lever: Super easy culture screening

For those of you who’ve been waiting (and for those of you who would’ve been if you’d thought of it), Weirdly’s newest integration with Lever is now live. That means, culture screening with Lever is now not only possible, it’s super easy.

Lever is one of the fastest growing ATS’s out at the moment. We’re fans of their collaborative recruitment philosophy and love their focus on nurturing candidate relationships, rather than the more transactional recruitment approach loads of other ATS’s take.

Weirdly is one of the fastest growing culture screening tools out there and we also take a candidate-led approach to the way we’re developing our science (and product). So it stands to reason, an integration with these guys has been on the cards since day one.

But, as anyone who has built software before knows, integrations are a notoriously tricky beast. We want to make sure we’re building this partnership in the way that best works for you guys, the Lever users. So, like with most of the things we do, we’re taking a slightly unorthodox approach.

We’ve built a basic integration that you can use today. Then we’ll build deeper and more complex levels of integration based on your feedback.

In a nutshell? We’d like you to try out our new integration today and tell us what you think. What’s working, what’s not and what you’d like to see us add in stage two. You’ll get to help us design and build your perfect ATS integration.



Setting up your own Weirdly integration with Lever.

First connect your Weirdly and Lever accounts:

  1. Log in to your Weirdly account. If you don’t have one, it takes 30 seconds to set up a free trial using our Quiz Generator. Just click the attributes you’re looking for in a candidate and we’ll auto-magic up a screening assessment full of fun, scientifically validated questions.
  2. You in? Great. Now go to your Admin panel, select the Integrations tab and click on the Lever logo.
  3. Follow the instructions to cut and paste your Lever Postings API Key and Job Site Address, then hit the big green “connect with Lever” button.

Congratulations! You just set up your integration with Lever. Now you can start sending candidates from Weirdly into your Lever candidate databases.

Next to each new candidate who completes your weirdly quiz, you’ll see a new “Lever” column. Clicking the icon will open a pop-up that shows you all your live Lever jobs. You just select the relevant job and your candidate gets attached to it in your Lever database.

Weirdly integration with Lever - dashboard icon

If the candidate is already in your Lever database, Weirdly will attach their Weirdly score and assessment report to their existing profile. If they’re not already in your Lever system, we’ll create a new candidate profile for you, tag it with the job you have chosen and attach the same score and assessment report.

Weirdly Integration with Lever - candidate-profile with Lever integration

How do I integrate Weirdly into my current Lever process?

There are two ways our users are taking advantage of this new integration with Lever:

First stage screening:

What’s it good for?: High volume roles, Making the first screening step faster, An awesome first-touch candidate experience that put your values at the front of your recruitment process.

How does it work?: Add Your Weirdly quiz link to job ads, social posts and your careers site. Candidates use this quiz to apply for the job. You can then jump into Weirdly regularly to see who has applied and fire them through to your Lever account.

Second stage screening:

What’s it good for?: Engaging candidates and getting more buy-in, Refining from long-list to short-list, Helping you build a richer case when presenting specific candidates to hiring managers.

How does it work?: You can add your Weirdly link to an automated email in Lever that’s sent to the candidates in your long or short list. Candidates just click the link in the email to complete the quiz. You can then review and import their screening assessment report into Lever in the same way you do in the first stage screening.


Tell us what you think

Now that we’ve built this Phase One integration, we want to know what you think. Give it a go, tell us how it works for you and let us know what you’d like us to consider in the Phase Two version.

If you already have Weirdly account, you can activate your Lever integration here. If you don’t, take 30secs to create your own by clicking the button below.

Weirdly quiz sign up now

Retail recruitment case study: Countdown gets Weirdly

Retail recruitment case study of the month: Countdown recently used Weirdly to recruit the right staff for their fancy new Ponsonby store. Resourcing Advisor, Stacey Scammell shared the results and talked about how they did it and why they chose Weirdly.

If you were anywhere near social media last week, you would have seen the hip&beautiful people raving about the new Countdown that opened in Ponsonby. It’s the first of a new breed for Countdown – a kind of concept store carrying high-end brands and product lines. And man, were people getting excited!

Retail recruitment case study - Ponsonby Countdown twitter fans

And while we were also excited about the covered parking (in PONSONBY!?) and sugar pretzels, for the Weirdly team, this was no ordinary supermarket opening.

Weirdly was a key step in Countdown’s new store recruitment process. It was an awesome opportunity to see how Weirdly can be used to help craft a culture from the ground up and how we fit within a really established recruitment process.

As you can imagine, it’s still all hands to the pump over there on Williamson Ave, but we managed to snag ten minutes with Stacey Scammell – the resourcing advisor for the new store launch.


Retail recruitment challenge: Staffing a supermarket from the ground up

This store was always going to need a slightly different team to many of Countdown’s other locations. Ponsonby’s food scene is best known for overpriced cocktails, super-hip restaurants and raw-vegan cafes. On any given Saturday, you’ll find people in active wear sipping bullet proof coffee while feeding their kids macrobiotic, gluten-free, diary-free, sugar-free coconut flour pancakes.

Dropping a supermarket into the heart of a suburb like that means recruiting a retail team fluent in “inner city hipster”.

Their customers are foodies so the candidates also needed to be foodies. Their customers are also used to going to specialists for their shopping – buying meat from a butcher, bread from a baker, pies from a bearded game hunter. Countdown was keen to hire the right people and show how seriously they take those skills in their own store.

Given the popular location, they knew the job openings would attract high volumes of applicants. The challenge for the recruitment team was going to be screening in a way that uncovered the candidates who could help create that special store culture. To top it off, they also needed to streamline a mammoth recruitment campaign.

Enter, Weirdly.


Why Weirdly?

Stacey and the team chose to use Weirdly to screen candidates quickly, and help create a shortlist of the best candidates to interview.They were looking for people with the right attitude, vibrant personality and most importantly, a passion for great food. While checking for experience was also important, it wasn’t the only (or most important) screening consideration.

“For us, experience and skills were important, but if you’ve got the right attitude and can help us create the right culture, that’s the most important thing”


Using Weirdly as the first stage in the retail recruitment process

Weirdly slotted easily into the Countdown process. Because culture was such a priority, the recruitment team set Weirdly as the first step in the application process.

The link to the Weirdly quiz was included in the job ads and on their own careers site and candidates were told that to apply, they needed to click on the link and complete the quiz.

This meant two things:

  1. The candidates got a really fun, branded candidate experience from the first step in their application.
  2. The instructions also served as a kind of a filter of their own. Simply put, if you couldn’t follow the instruction to click the link and apply, you weren’t the right person for this particular team.

Retail recruitment Countdown's Weirdly quiz

The other thing the Countdown team really liked about using Weirdly? It gave them a way for candidates to easily apply via mobile. That’s a feature that’s vital in retail recruitment, but that their current site and system didn’t make easy.

Implementing Weirdly created a little more work in the beginning – setting up the quiz and slotting the step into their current process. But Stacey reckons it was more than worth it in the time it saved down the track.

“Adding the link to our TradeMe and Seek ads was no big deal and having different quizzes for different roles meant we could customize the questions to make sure we were assessing the right things”


Results: The data speaks for itself

Initially, Stacey and her team were mainly focused on candidates who scored above 70% fit with the culture they were trying to create. This would streamline their shortlisting process enormously, saving heaps of time.

However, the actual results were even better. After interviewing the candidates, they found the best ones had all scored above 80% in their Weirdly quizzes. This was confirmed in the post-hiring analysis where they found that the ultimately successful candidates were also the highest scorers in their Weirdly quizzes.

“After going back through the data, we found that over 90% of our successful candidates had scored in the high 80’s on their Weirdly results – that was a great validation for us. It really worked”

So not only was Weirdly successful in predicting the most suitable candidates, the next time Countdown uses Weirdly for their retail recruitment, they can streamline even further.

Stacey says feedback has been awesome.

“Without a doubt, this is one of the best new store teams we’ve ever hired. And being able to go back and look at a candidate’s Weirdly results made it heaps easier when it came to calibrating and matching people to different roles and departments”

We reckon that’s almost as exciting as warm pretzels and undercover parking.

If you agree and want to check out Weirdly for yourself, we’d love to talk to you about how we could slot seamlessly into your process.