How FS-SC makes 30% fewer wrong decisions with Aivy

Compared to the previous pre-selection, the use of Aivy achieved a 5x better prediction, 30% fewer incorrect decisions, a 30% better candidate experience including a better visual appearance and a 4-fold return on investment in the first year.

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Successes

More precise preselection

better than standard documents

Reduced uncertainty

30 %

fewer wrong decisions

Enthusiastic applicants

30 %

improved applicant experience

Pays off immediately

Return on invest in the first year

Starting position

FS-SC began using Aivy in October 2020 to be able to better pre-select their applicants. The use of appropriate aptitude diagnostics should avoid purely subjective decisions that could result in unsuitable or insufficiently diverse applicants being invited to the company's own Assessment Center.

The aim was to save recruiting costs, improve the candidate experience and make hiring decisions more data-driven.

Implementation

In order to compare the predictive power of Aivy with that of common application documents, 56 applicants were assessed using both selection methods and then invited to the Assessment Center. HR managers had previously created a requirement profile with Aivy, on the basis of which an Aivy fit score could be determined.

The selected applicants were then assessed on the basis of their performance in an assessment center, on the basis of which the final recruitment decision was made.

Upshot

testimonials

Modern selection process that convinces

Applicants particularly praised the appealing design and entertaining nature of the gamified test procedures.

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User feedback

“The online assessment is a very creative way to learn more about an applicant and also to give the person themselves the chance to learn more about themselves”