CIMSPA
Completing work samples meant that when we were doing the interviews we could actually talk to the candidates as individuals and find out about them, it was really refreshing.
KAY SIMNETT
DIRECTOR OF FINANCE & RESOURCES
CIMSPA had been trying to recruit for over a year for a new Board Trustee, to act as Treasurer and Finance Committee Chair. With little success in finding the right person with the right skills from within their own network, they were inspired to partner with level= for several reasons, including:
- providing an accessible, inclusive, and fair candidate journey with broad appeal to those within and external to the sector
- use of applicant anonymisation to ensure equity regardless of background, testing skill and ability instead of CV data
- a fully debiased process that aligns with a commitment to expand their experiential, physical and cognitive diversity in their team
- a shortlist consisting of gender, ethnic and disability diversity, following an anonymised review of work samples by a diverse panel
KEY NUMBERS
of candidates found the process fair
days to hire
hires made by the organisation due to the outstanding quality of candidates
positive average candidate experience score
DIVERSITY OF CANDIDATE POOL
