Equalture

Unbiased and skill-oriented hiring

Pros:

Very helpful was the initial team analysis. 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. Besides that the tool reduces biases when it is implemented in the early recruiting stage because the focus lays on the results of the games. The results give you a great overview on how well the candidate did on the tests (compared to other candidates in that position/from that industry).

Cons:

Unfortunately, we use our own ATS which means that you have to clean the pipeline twice (in our own as well as at Equalture's). Also, some candidates just "ignore" the automated mail that forwards them to the games which they receive when applying, which means that I have to send out reminders to play the games when they would like to proceed with the application. Lastly, one should be aware of a small learning effect (I assume when candidates are familiar with the tests, the better the results might be).

True insights delivered in a fun way

Comments: While looking for a new additin to my team, I was assessing the qualities of my current team and found out that they were quite risk-averse. So I wanted to hire someone who is more reisk-taking and can push forward the projects that are developing very slow because my team wants to avoid the risk of making mistakes as much as possible (even though daily I encourage them to make mistakes as they're the best opportunity to learn...).
So when creating the profile on Equalture, I added a game to the test that wasn't usually recommended for a position in my department (Human Resources). This game was measuring if a candidate is more risk-taking or risk-averse.
I ended up hiring a person that s 77% a risk-taker and I have experienced this behaviour in him multiple times since then. Projects are awakening from their slumber and moving forward again thanks to this new hire. It's been 5 month since then and I have no regrets about the new hire and about hiw Equalture helped me to find the potential of this person. If you want to be bias-free in your decision process and look for specific attributes, there is no better product on the market as Equalture, in my opinion. Customer Service has been fast, reliable and always with that start-up soul (the personal touch, y'know?)
My recruiters love the insight they get and candidates love the games.
There's a lot more I could say about the positive effects of Equalture, but I think you (the reader of this review) have already gotten a pic.

Pros:

It's small browser-games that our candidates play at a certain point in our hiring process. These games provide us with insights we would otherwise not get. For example, how good is an employee with handling multiple tasks at the same time and prioritzing them. While self-assessments can be cheated in a certain way, this is not the case here. You play as "good" as you play and your score reflects your true current state of your skills. And the best part is that our candidates have fund while being assessed and don't even know how their results are being analysed until we explain int to them.

Cons:

If you're using your wn ATS, it can be a bit boring to "clean up" the pipeline in Equalture, since it doesn't sync with your own ATS. But if you don't have one, Equalture comes with a small ATS to keep your applications organized. So this can also be a plus. If Equalture would have the possibility of bulk-selecting candidates so you can muve them between stages in groups, it would speed up the "cleaning process". Other than this, there'y nothing I would not like about this software.

Perfect digital recruitment tool for digital selection!

Pros:

We love this tool and it perfect fits our Company value. Our core is to offer organizations digital innovation in marketing and communications, by matching candidate to jobs. Digital expertise is a must in every single job and candidate profile. Equalture offers us the opportunity to show how to select the right candidate with digital tools by also challenging the digital capabilities of the candidates. Besides the tool is a fun game to play. Its not only about selection but also a fun way to check your capabilities. I believe that nowadays we cannot select candidates only by selection, we need to find a interactive and fun way to do so. Equalture offers a nice, digital candidate experience with good quality of discovering your capabilities.

Cons:

What we need to improve is the fit of the games versus the capabilities we check. It takes time to set the right standards and you need to continuously improve the standards.

Nice software for scale-ups who want to scale recruitment

Pros:

Very easy to integrate with our current recruitment flow. Light and nice experience for the candidates, but at the same time with a focus on science. Appropriate for scale ups, since it does not require a huge amount of people within the company to create the appropriate tests for the recruitment process.

Cons:

The tool is strong on giving information about the person, but in a pre-selection moment, when we need to look into the results and make decisions, we feel we don't have much help to determine what are possible thresholds or margins to consider (i.e.: how many points needs a person to have to not be a fit or be a super fit, considering the reality of each position). The "team average" and "industry average" give a help there, but that's not enough.

Easy and valuable insights

Comments: I am very happy and definitely expect to stay with the product for many years to come.

Pros:

I especially appreciate how Equalture easily can map the existing team's cognitive relative strengths and weaknesses to other scale ups. As a manager, it helps me understand where I need to have a particular focus for future hires. Further, it helps me understand how I can tweak processes to take advantage of strengths and "hide" weaknesses.

Cons:

The only downside really is that some candidates will not apply because they have to complete the games. This is especially true for developers in my experience, who generally speaking invests very little in their first steps of the application process. Hence, I have now moved the games to the second round to alleviate this "risk". But again, in many types of roles as well for many companies (I suppose), this will not be an issue.