Starting position
As part of applications for a Lufthansa trainee program, Aivy was used to screen suitable candidates.
As an innovative personnel selection method, Aivy offers the opportunity to be integrated into existing application processes without additional effort and to improve them. In doing so, it discovers hidden potential in applicants and takes into account their personality as well as their interests and abilities.
In order to examine the effectiveness of Aivy in personnel selection, a case study was initiated by Lufthansa in cooperation with Aivy.
Implementation
Aivy was integrated into Lufthansa's previous application process by referring candidates to the 15-minute assessment consisting of 7 mini-games immediately after starting their application on the Lufthansa website. They were then directed back into the Lufthansa process to provide further documents or the like. Applicants also went through an internal assessment center.
In the period from December 2022 to March 2023, 1,271 candidates completed the Aivy assessment. 1,485 candidates had previously started the Aivy process, which means the Aivy assessment showed an 86% completion rate. Taking into account further screening criteria, 26 applicants were finally invited for an in-house AC.
Lufthansa determined a cut-off value based on the applicants' performance in the company's internal Assessment Center and used this to make a decision on their suitability for the trainee program.
Based on the applicants' Aivy results, Lufthansa created a statistical model. On the basis of the model, cut-off values were determined, which were used as a decision criterion for the suitability of applicants.
The results from the AC were then compared with the Aivy assessment.
Results
Based on test results in the Assessment Center, 12 of the 26 applicants were suitable and 14 were not suitable for the trainee program.
According to the Aivy assessment, the same 12 applicants were considered suitable. Among the 14 unsuitable applicants, the Aivy assessment revealed that 13 were not suitable and that one person was mistakenly suitable after all.
According to this, the Aivy assessment correctly predicted 100% of suitable applicants (sensitivity) and 93% of unsuitable applicants (specificity). Overall, this means that Aivy has a 96% hit rate.
By adding other personnel selection methods carried out as part of the Assessment Center (interviews, role-playing games & self-presentations), Aivy was able to correctly predict a total of 84% of applications.
Triff eine bessere Vorauswahl – noch vor dem ersten Gespräch
Aivy zeigt dir in wenigen Minuten, welche Kandidat:innen wirklich zur Rolle passen. Jenseits von Lebensläufe basierend auf Stärken.
