Starting position
- Many applications — CVs offer little information about potential
- Inconsistent requirements across teams
- Time lost due to voting loops
- Talent pool without clear use
- Risk of overlooking good candidates
- The desire for a recruiting process that fits the OMR digital brand
Implementation
Guess less, know more — with a digital process that represents OMR.
1. Aivy immediately after receipt of application
All applicants automatically receive an invitation to take part in the assessment.
“With the scores, we have additional information to match strengths more precisely with the role. ”
— Kaya Kruse, People Lead
2. Requirements in minutes instead of weeks: Department → Assessment → Consolidated Role.
→ early alignment between HR & team, fewer loops, fewer misunderstandings.
3. Tests as long as necessary and as short as possible
Focus on the relevant features, approx. 15 minutes.
4. More than a number
OMR uses fit profiles as a conversation guide, not just the score.
→ better call quality, more specific queries, fewer phrases.
5. Talent pool as a pipeline
Assessment as a real touchpoint instead of a “consolation”.
6. Reduce bias — increase diversity
→ Aivy prevents suitable talent from being lost due to subjective CV filters.
“We had cases that we would otherwise have canceled, Aivy showed potential. We invited and even hired. ”
— Kaya Kruse, People Lead
7. Make team strengths visible
Foster mutual understanding and enable strengths-based leadership
Results
OMR has consistently digitized recruiting and made it more objective: clearer requirements, data-based pre-selection, better decisions.
A process that meets the brand's requirements:
modern, fast, precise — and fair.
- faster & digital processes: No endless coordination — immediate clarity.
- more objectivity: Potentials visible → fewer erroneous judgments.
- better decisions: More hits, less blind flight.
- Teams understand their own strengths: Higher leadership effectiveness.
- Employer branding that has OMR DNA: digital, modern, mobile, gamified.
“Aivy fits our brand. Playable directly on a smartphone — perfect for employer branding. ”
— Kaya Kruse, People Lead
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.
