Solving candidate experience for a beloved Australian consumer brand

The problem

“As one of Australia’s most loved consumer brands, you can imagine the number of job applications we receive. Originally we dealt with the high volume of applications by implementing a video-based interview process, but we quickly discovered it wasn’t delivering on our values. We couldn’t be positive that candidates weren’t being discriminated against, and we soon identified it wasn’t a good experience for them,” says Michael.

Screening applicant CVs wasn’t practical and carried the risk of bias.

“We knew we needed to depart from using CV screens at the top of the funnel as they were inefficient at actually understanding the suitability of someone to do a job, and when you are dealing with the volume of applications we get they are simply inefficient. CVs are also inherently full of bias,” says Michael.

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