Amendo has grown rapidly to become one of the most well-known recruiting companies on the Swedish scene. With a distinct focus on CS-type roles, they are serving numerous customers from the largest banks to scaling startups. Every year they are filling well over 600 positions. Not only trusted by their many customers, Amendo is a sought-after employer. Recognized by job seekers as a career enabling company that takes care its consultants Amendo attracts a steady stream of job applicants.

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With many job applicants follows a boat load of resumes and personal letters to be screened. A situation that seems like a non-issue becomes a bottleneck with far reaching ramifications on operations and brand image. More specifically here's how the screening of candidates is affected:

1. Screening is resource intensive

The odds of finding the right applicant increases as the volume goes up, but handling the influx manually takes a lot of time which can hurt both the candidate experience and the employer brand if not done efficiently.

2. Blunt screening tools

Knock-out questions are an alternative often used in high-volume recruiting. These simple Yes/No questions are a blunt tool especially for entry level roles taking little consideration to peripheral factors which limit the feasibility of such tools drastically.

3. Promoting diversity and removing bias

While trying to stay objective and giving every candidate a fair chance the ticking clock in the background is not always making this possible. Spending hours on end, reading resumes and cover letters of hundreds of applicants is more than likely to introduce unconscious biases.

The idea behind Hubert is simple; leverage advanced AI to conduct interviews with all applicants and find out who the top candidates are — automatically.

Hubert’s involvement in the process triggers as soon as the application arrives in Amendo’s Applicant Tracking System, Teamtailor. The candidate receives an invitation to complete the next step in the recruitment process and initiates their interview with Hubert.

The candidate completes a structured interview with Hubert measuring both hard- and soft skills, motivation, previous experience as well as clearing out important questions such as preferred start date and availability, and most important: relevant competencies.

Hubert has been trained to ask competency-based questions and look for STAR (Situation, Task, Action, Result)-responses to evaluate how well the candidate’s competencies overlap those needed to perform well in the position.

All responses are then automatically analyzed and compared to the job description to form a ranked shortlist of the candidates.

Working with Hubert shows some clearly synergistic effects. The goal for Amendo using Hubert as their recruitment assistant was to increase efficiency while strengthening the candidate experience and support DEI* efforts.

Here are some of the benefits Amendo realized with Hubert:

• 50% faster time-to-fill
• Quality of hires at least as good as or better than before
• Reduced unconscious bias to support DEI

*DEI = Diversity, equity, and inclusion. A central part in Amendo's recruitment strategy.

Is top talent for your customer support an essential part of your business? Are efficiency and inclusivity major focus points in your recruitment? Give us a call to hear how Hubert can help take your hiring process to the next level.