For the pioneers who are no longer willing to accept the biases of CV-based hiring.
Hi there. We are Equalture, advocates of unbiased hiring.
We offer game-based assessments that serve two goals. First, our games help you understand your hiring needs, by anonymously assessing your existing workforce. Consequently, our games are presented to all your candidates at the start of your hiring process.
This way, your candidates are objectively judged based on what’s most predictive of job performance – their potential instead of their experience – without any interference from your biases.
While today's labour market is in an all-changing transition, we all still desperately cling to our deep-rooted, biased hiring techniques.
We listen to our instinct and biases, rather than our rational mind.
We still let our gut feeling and biases drive hiring decisions, rather than our rational mind. This not only happens when screening candidates, but also when determining your hiring criteria.
We look at a candidate's track record, rather than their potential.
We still judge candidates based on their educational background & previous experiences, while research has shown that a candidate’s soft skills and behaviours are 6x more predictive of job performance.
The result: Great talents are overlooked & poor hiring decisions are made instead.
Our game-based assessments help you break your deep-rooted habits. Say hi to unbiased hiring.
Unbiased hiring.
/ʌnˈbaɪəst/
A recruitment process in which every candidate is evaluated based on insights that are predictive of job and company fit (cognitive abilities, behaviour) through an objective method, without any interference from biases, subjectivity, or insights that do not predict performance.
Here’s how we help you achieve this.
Focus on potential, rather than on a CV.
Focusing on a candidate’s past not only leads to inequalities but also has proven to be a poor predictor of job performance.
Equalture’s game-based assessments focus on cognitive abilities (GMA) and behaviours, the strongest predictors of job performance.
Test individuals with games, rather than traditional questionnaires.
Traditional personality questionnaires and cognitive tests are endlessly trainable, can be easily faked, are culturally biased and cause anxiety.
Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures an equal treatment of all candidates.
Analyse job requirements, rather than getting them from Google.
Job requirements are often unrealistic, based on guesswork or simply taken from Google, resulting in candidates being wrongfully filtered out.
Equalture cuts subjectivity by analysing your existing team and letting hiring managers complete our Hiring Criteria Identification Survey (HCIS).
Introduce an assessment at the start to everyone, rather than later to some.
When introducing an assessment later in the hiring process, many candidates are filtered out already and your first impression of someone is based on subjectivity.
Equalture’s games are introduced at the start of the process to provide all candidates with an equal opportunity and form a data derived first impression.
''Equalture has done an incredible job making us look at talent differently.''
We gained a completely new perspective of what kind of talent Pon needs. Managers think differently about who to hire and what skills are needed for these jobs.
It’s a unique tool that not only allows Pon to create a bias-free hiring process, but also to start the conversation about Diversity, Equality & Inclusion internally.
Equalture’s reports are easy to understand and interpret for our hiring managers, they provide us with new insights, and candidates love the games.
Tamara Spuij, Manager HR & Development at Pon automotive
