New Snaphire and Weirdly integration: Assess values alignment in the Talent App Store

 

It’s finally here!

Joining the ranks of other great collabs to hit the Australasian shelves this year (I’m looking at you, Marmite Kettle Korn), the much anticipated Weirdly + Snaphire integration has been released and is already making recruiting teams from some of our biggest clients very, very happy.

If you’re using Snaphire as the ATS in your company, you might want to check this out. Give our team a nudge here and we’ll set up a demo and chat about how it might make your life a little easier.

In the meantime, here are a few of the key points you need to know about this new ATS integration:

 

A recruiting mullet: Weirdly up front, Snaphire in the back.

Working within Snaphire’s new Talent App Store, you can now connect your existing Weirdly account (or open a new one) by finding us in the Assessments tab.

 

Weirdly in Snaphire Talent App store

Choose the teal one with the friendly logo.

 

Quizzes are totally customisable. From the questions to the design, this integration gives candidates a taste of your culture, while testing how well they align with your company values. The best thing about this particular integration is it allows you to put the custom Weirdly experience at the front of your recruitment process. Whether you choose a simple branded design, or a more ambitious animated experience, you’ll be gathering data on your applicants that’s truly valuable in building faster, better quality shortlists.

Weirdly Snaphire integration for Bunnings

Customise with your own logos and colours. Or go large and turn the whole thing into an animated pick-a-path extravaganza – your imagination is the only limit!

 

We all know hiring candidates that align with your company values has a huge impact on your retention rates. With this new integration, you not only provide an awesome application experience, you can see how each candidate aligns with your culture and values without ever leaving the comfort of your cosy Snaphire dashboard.

 

Snaphire dashboard with Weirdly integration

See at a glance how well each candidate aligns with your company values.

 

If assessing values alignment, improving retention and delivering your candidates a better experience than the generic ATS application is important to you, drop us a line now.

 

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”

Results:

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.

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, it only takes 30secs to get started. Jump in and let our smart algorithm make you a quiz. 

Weirdly quiz sign up now

Checking each other out 😉: How to integrate video into your recruitment process

It feels like people have been talking about video as “the next big thing” in recruitment for ages. Everyday there seems to be a new zoomy ad about how many hours of YouTube video we’re creating and video-based social media channels are being picked up by recruiters like, well, booze at a conference.

We’re all getting the message; Video is important. But it can be kind of hard to know exactly how (and where) to start. We’ve broken down some of the best ways we’ve seen video incorporated into a recruitment process in the past couple of years.

For the purposes of keeping to a word count, we’ve restricted these examples to “traditional video formats” – where you record a thing, put it on YouTube or Vimeo or your own site and share it with a group of people. We’ll do a follow-up post about new video formats (snapchat, periscope, VR) later on. 

Why is video so awesome?

In short, people are looking for more efficient ways to check each other out. You want to get a deeper understanding of your candidate, faster. And the people applying for your jobs want to understand what working for your company feels like before they invest too heavily in a long recruitment process.

Video is also awesome as a way to get more of your team involved. Videos can be shared and reviewed when everyone is available – that means you’re not herding cats, trying to get everyone into a room at once, or asking people to come in over and over to meet with different members of the team.

And it can be used as a way to get the hiring manager (and their people) excited and involved in finding this new teammate.

In short, ladies and gentlemen, video; If you’re not using it already, you should.

So how are the cool-kids doing it?

On-Demand Interviews: There are a couple of reasons this works well. The most obvious is your own time saving. Let’s face it, we’re never going to find more than 24hours in a day – no matter how hard we look. You’re busy and being able to cut down time-to-hire and pre-screening time using video interviews is a godsend. It’s also great for the wider recruiting team though – letting them get to know candidates better during the early screening stage. And if you’ve ever applied for a job yourself, you’ll remember how hard it is finding time to fit interviews into your day. Being able to just record your interview yourself in your own time is pretty rad.

Showing off your culture/employer brand: This is a way you can use video before you’ve even got a specific role you’re trying to fill. Deloitte did this most famously with their “Deloitte Film Festival” way back in 2008. Rather than the glossy, over-produced hype videos you often see from these big corporations, Deloitte asked employees to make videos showing people what it’s REALLY like to work for the brand.

More recently, our mates at Lever made a similar “get a real look inside our culture” style video by recording one second every day for a whole quarter. For a person considering a role in company, it’s an awesome way to get a glimpse of what life could look like if they join the team.

Introducing the role or campaign: This is a brilliant way to elaborate on (and bring some life to) that job description you just wrote for the listing on your careers page. This is a especially effective if your role is unusual, or if your company is just a really awesome place to work and you want people to get a sense of what makes this opportunity special.

Derek Handley’s “Shoulder Tap” campaign used video really effectively in this way. The role was unusual – people were going to be asked to not only determine their own remuneration package, but also help define their own job description – and Derek himself is a really inspiring character. Using a custom skin, we hosted a handful of videos (produced by the clever guys at Augusto) on a campaign landing page. Then, before candidates completed the Weirdly screening assessment, they watched a video from Derek, inviting them to come on a journey toward making the world a better place.

DEREK HANDLEY – ‘I’M HIRING’ from #theshouldertap on Vimeo.

Letting applicants shine: But what about the candidates, you ask? Video gives them an awesome opportunity to flip it around and show you what makes them tick. Alongside Derek’s The Shoulder Tap campaign, Fletcher Building has used video in exactly this way.

In Fletcher’s case, their top 50 graduate programme candidates created and uploaded a video answering the question. By doing this through Weirdly, videos sent in by candidates were automatically added to that person’s assessment response.

For Derek’s Shoulder Tap campaign, we asked the top 100 to send us videos with their solution to a major social issue they feel passionate about.

The results were, predictably, awesome.

Comfort Zone from #theshouldertap on Vimeo.

Our new video integration will make this all automatic. People apply for the role through a simple Weirdly screening quiz, on completion they’re automatically sent an email asking them to record a video and copy their link into a dedicated field. This video is then automatically added to that candidate’s assessment results – so you can see everything related to that person in one place.

If you reckon that’s pretty cool and want to try out our video integration in your own recruitment process, give us a yell here.

A truly great recruitment process should be efficient, and should also give candidates a feel for your culture and let them really showcase the things that could make them a rockstar in your team. Video is an awesome way to achieve all those objectives – like, if you were into killing birds, you’d be doing it with one stone.

If you’re keen to give Weirdly a go (with, or without our snazzy new video integration), jump in for a free trial here

Weirdly quiz sign up now

Fletcher Building: When graduate recruitment campaigns meet unconscious bias

Remember back when you were a grad? Finding a job was intimidating. Confused by graduate recruitment campaigns, sitting through scary interviews with suited strangers. All those evenings spent desperately trying to flesh your CV into something that make you stand out from the crowd. Painfully aware that after all that, you could be passed over for reasons that don’t even seem to make sense.

We wrote an article recently about unconscious bias and the unfortunate role it plays in recruitment. Usually, graduate recruitment campaigns are no exception to this, but now one of NZ’s biggest companies has dedicated itself to addressing the issue, head-on.

Fletcher Building is one of NZ’s largest listed companies and are known for their creative, innovative grad recruitment campaigns so we were obviously chuffed when they decided Weirdly would be a good fit for their 2015 recruitment drive.

What’s even cooler though, is the mission they’re trying to achieve. As well as attracting the best and brightest our universities have to offer, these guys are determined to start addressing the unconscious bias that so often slips into our day-to-day lives as managers, HR people and recruiters.

How are they doing this? Well, they’ve decided to build their shortlists completely blind.

That’s right. They’re literally removing the identifying features from each application so they can filter through and create shortlists based on merit and fit, not being swayed by any unconscious cultural, gender or appearance bias.

So why is this a big deal? Well, unconscious bias is a very real thing. We all have it, and at some level, it can be useful when dealing with the world around us. But when it comes to recruitment, we need to find ways to make the unconscious, conscious so we can assess potential employees on a fair and even playing field.

So how do blind Graduate Recruitment Campaigns work, exactly?

Graduate recruitment campaigns are better blind (especially if you're looking for hugs)

The 2015 Fletcher Building graduate campaign is based around a series of activities designed to assess how well candidates will fit the company culture and the roles themselves. Nothing revolutionary about that so far.

What IS special though is that the culture fit activities are being done first.

Candidates apply through a Weirdly quiz that asks creative and interesting questions that reveal an applicant’s key personality traits and automatically ranks them according to fit with the Fletcher brand values and organisational culture.

Names, photos, contact details – anything that could possibly be used to uncover a candidate’s identity have been obscured and hidden so even the recruiters don’t know who they’re looking at.

Candidate #24601 is just as likely to be Jean Valjean, as Jimmy from Wellington.

The top100 then get sent off, personal details still hidden, to psychometric testing. They’re assessed, their candidate profile fleshed out with more detailed insights and a 50-person shortlist selected. That 50 are then asked to film a short video which is doctored to hide the applicant’s identity as well.

Only at that point are identities revealed as the top 40 are put through face-to-face interviews and skills assessments.

With over 600 applicants so far (that’s a 138% increase on the number of 2014 applicants), this grad campaign is shaping up to be unlike any other campaign we’ve seen here in NZ. Will this blind approach perfectly eliminate all unconscious bias? Possibly not – candidates are still going to have their identities revealed eventually and that gives opportunity for bias to creep in. The REAL glory in this approach is it takes the unconscious and makes it conscious.

The very act of acknowledging this is a challenge, and looking for a solution to it, means they can be aware and watching for those biases creeping in further down the track when identities are revealed.

It’s a bold, brave, revolutionary move – one that’s got graduates all around the country excited about too.

Think this sounds interesting? Keen to try out something creative like this too? Sign up for a free trial of Weirdly today – you can make it do pretty much anything recruitment-related.

Weirdly quiz sign up now

Hannah Duder wins $10,000 for “Tinder for voting” concept from The Shoulder Tap campaign

 

Swipe right if you like, left if you don’t.

Candidate, an app that works the same way as popular match-making app Tinder, will aim to inform young people about politics and encourage them to participate in the upcoming election.

The app will present users with policies and ask them to swipe left or right, depending on whether they agree with it or not. Based on swipes, the most suitable party “match” will be generated.

Candidate is the brainchild of Hannah Duder, a 22 year-old Canterbury University student, who entered the idea in the Shoulder Tap Campaign.  During a recruitment drive powered by Kiwi start up, Weirdly, participants were filtered through a quiz that assessed cultural and character fit. Successful participants were then invited to submit ideas for their own socially-minded initiatives.

The resulting Shoulder Tap community, set up by entrepreneur Derek Handley and populated with some of NZ’s brightest young minds, has given Duder $10,000 to create the app. Hannah’s Candidate app will constitute one of the initial “pilot projects” to come out of the new community and serve as a test case for future initiatives launched or supported by the group.

Duder said her friends “who don’t vote” but do use the popular dating app had inspired the idea for a mash-up. Her Tinder for voting mobile app, will target 18 to 24-year-olds, more than 40 per cent of whom do not vote…

Read the full article on Stuff.co.nz 

3 News also covered Hannah here http://www.3news.co.nz/Student-gets-10K-to-attract-young-voters/tabid/1607/articleID/349682/Default.aspx

 

 

#theshouldertap: Hey, that’s us, on Idealog

 

We’ve just been profiled on the Idealog website as the software behind Derek Handley’s #theshouldertap campaign. It’s a little win, but we’ll take it.

When Derek approached us with the vision to build a unique recruitment campaign, we were keen as. Derek’s passion for innovative, forward-thinking and his dedication to supporting and helping drive Kiwi entrepreneurship is well known. Helping in the hunt for a person/people to share those values and realise his vision was right up our ally.

Working alongside Hustle&Bustle, Augusto and Julie Landry, we’ve created a custom campaign site on the Weirdly platform asking people to recommend great potential candidates. They can either do this via the official Shoulder Tap site, or by tweeting with the hashtag #theshouldertap.

In true Derek-style, this recruitment campaign stretches well beyond finding someone to fill a job. Along with asking people to design their own job descriptions and remuneration packages, he’s looking to create a socially-conscious community from the top 100 candidates.

These guys will be smart, high-performing professionals at the top of their game – the up-and-coming leaders of industry. But they’ll also have unique talents, perspectives and skills that make them a bit different from the pack. The little weird things that shift them from great employees, to future leaders. #theshouldertap community will provide a place for those talented future leaders to share ideas that address some of the big issues facing New Zealand today.

That sounds like a group of weirdos we’re keen to know.

 

To read the original Idealog article: http://www.idealog.co.nz/blog/2014/06/tech-behind-handleys-shoulder-tap-campaign

 

 

The Shoulder Tap goes live

 

We’ve been a bit quiet lately and here’s why.

We’ve been beavering away on the launch of Derek Handley’s new recruitment campaign called The Shoulder Tap. It’s been a hell of a ride but now it’s live and time to see how it goes.

Check out the campaign at www.theshouldertap.com