10 August 2021
Myos Customer Case: Creating a diverse team through (soft) skill-oriented and unbiased candidate evaluations
Myos is a FinTech scaleup from Berlin, founded in 2018 by a team of experienced entrepreneurs. With their unique and disruptive risk model, they are breaking completely new ground: They use the transparency and availability of data on e-commerce platforms to take the future sales potential of retail products as a basis for financing decisions. In this way, they enable retailers worldwide to grow fully digitally and flexibly.
Myos closed €25M funding in June 2021 and is growing their team fast.
Challenge: Biases caused by resume-oriented hiring
Myos wanted to ensure a more unbiased hiring process, focused on objectively assessing culture fit and job fit. The main problem they faced before implementing Equalture is that they were forced to evaluate canddidates based on their resumes, instead of objective data that you can’t read from a resume. As a result of having subjective and incomplete insights from a resume, Myos needed to guess candidate’s strengths, weaknesses and personality, resulting in a biased evaluation process.
Their goal was to move away from resume-oriented, subjective hiring, and move towards (soft) skill-oriented, data-driven hiring – all with the aim to remove bias and build more diverse teams, both in terms of demographics and skills/personality.
Hiring process with Equalture
How Myos has integrated Equalture in their hiring process for all their teams.
STEP 1. TEAM ANALYSIS
Myos let their teams complete Equalture’s neuroscientific games to objectively reveal what (soft) skills to be looking for in a next hire, in order to create more (soft) skill-diverse teams.
STEP 2. GAMIFIED ASSESSMENT
After candidates apply through Personio, they all receive an automated email from Personio with a link to complete Equalture’s games, assessing their cognitive abilities, personality, and behaviour.
STEP 3. SCREENING + INTERVIEW
The Myos team first looks at a candidate’s Equalture profile, before looking at someone’s LinkedIn or resume. By doing so, candidates who don’t directly have the expected experience. but do have great game results, are also invited to an interview.
A word from Zarifa, HR & Recruitment Manager at Myos
WHAT DID YOU THINK OF EQUALTURE’S TEAMS FEATURE?
”The initial team analysis was very helpful. Ideally, each team member played the games in order to analyze strengths as well as weaknesses of the team. This way, one can decide to hire candidates that are strong in areas where the team lacks, thus leading to a situation where one does not only have employees of one specific profile with the same skill set, but diverse people that compensate each other.”
HOW DOES EQUALTURE HELP YOU HIRE MORE OBJECTIVELY AND DIVERSE?
”Equalture reduces biases when it is implemented in the early recruiting stage, because the focus lays on the results of the games. I always have a look on the Equalture results and then have a closer look to the CVs. The results give you a great overview of someone’s skills and personality. It makes me happy when somebody had great results but did not directly have the expected experience, as hiring this person would diversify the team.”
The results: 10 hires in 5 months who diversify the team’s (soft) skills and demographics
Both females and males with different (cultural) backgrounds have been hired to create a team of diverse people who complement each other.
The team has become stronger at problem solving, more flexible, and balances very planned and more inuitive people more.
The team has become slightly more risk-taking, and balances very planned and more intuitive people more.
Do you also want your team to become more diverse?
Schedule a demo with us, and start exploring how you can help you remove bias from the hiring process to foster diversity.