A software and product development company Mooncascade wanted to make their first candidate selection step more efficient. By replacing the CV with Hundred5 skills tests, they managed to quickly and objectively pick up the 6 best candidates from the total of 246. Here’s how they did it.
“Selecting the best 6 candidates to interview out of 246 applicants took us a lot less time and effort than it would normally take.”– Anu Einberg, COO @ Mooncascade
The Challenge: Slow and subjective initial candidate selection
The initial candidate screening is often the most important part of the hiring process – it is the very first step towards selecting that perfect candidate. Technically, it should be the step where strong candidates are being picked out because of their skills and knowledge. Yet, this is rarely the case. Candidates often get invited to job interviews because of how well they’ve presented themselves on a CV, and not because how skilled they actually are.
The above-described scenario is the reason why Mooncascade turned to Hundred5. They wanted to try a new solution for making the initial candidate selection as fast and objective as possible, and Hundred5 seemed like a good tool for this.
“Selecting who to interview based on the CV is hard, especially if the candidate is from another country and you don’t know the quality level of his previous companies and schools,” says Anu Einberg, COO @ Mooncascade.
“Also, same job titles at different companies can mean very different things. Someone with a Product Lead position from company X can have a lot more experience and be more skilled than a candidate with the same job title from company Y. All this makes the initial selection based on CVs misleading and slow,” she adds.
“Selecting who to interview based on the CV is hard, especially if the candidate is from another country and you don’t know the quality level of his previous companies and schools.”– Anu Einberg, COO @ Mooncascade
Another reason why Mooncascade considered Hundred5 was to get access to a bigger candidate pool, which is helpful for having an objective view of the overall quality of candidates. “Having 200 candidates instead of 20 is a lot better sample size to compare and select from. It gives you the confidence that you’ve made a fair selection and that you’re interviewing the right people.”
The Solution: Speeding up the candidate screening with Hundred5
The team at Mooncascade used Hundred5 skills tests for better and faster candidate selection when hiring their next Product Manager. They set up 11 questions that would help them quickly weed out the people who lack the required basic skills and analytical thinking. The test included both closed-ended and open-ended questions about product management related topics, such as product management, user research, problem-solving, time management etc.
They promoted the job opening test on Linkedin and Facebook, and received 246 candidates.“Normally when we share a job opening on Linkedin and Facebook, we get around 50 candidates for a similar position. Now that we replaced the CV with a short test, we got 246 candidates. Not all the qualified candidates were interested in the job, but it’s still great to see that we managed to reach so many passive talents,” says Anu.
“Normally when we share a job opening on Linkedin and Facebook, we get around 50 candidates for a similar position. Now that we replaced the CV with a short test, we got 246 candidates.”
Going through 246 applications would usually take a lot of time and make you feel overwhelmed. Hundred5 automatically narrowed the candidate list from 246 down to 29 based on the applicants’ actual skills that they’ll need for the job. This saved Mooncascade a great deal of time.
“The most time-consuming part of our hiring process has been the very first step where we have to manually go through every CV and choose the candidates to contact. Hundred5’s skills testing makes this part definitely faster. Having to go through 29 (pre-qualified) candidates instead of 246 is a great time-saver.”
“Having to go through 29 (pre-qualified) candidates instead of 246 is a great time-saver.”
Before moving on to the interviewing phase, the team narrowed down the list even more based on candidates’ answers to the open-ended questions. They’re now in the interviewing phase with 6 of the strongest candidates.
The Results: Getting from 246 to 6 candidates in half a day
According to Anu, the biggest win for using Hundred5 was in the time saved in the first selection phase.
“Finding the best 6 candidates out of 246 applicants took us a lot less time and effort than it would normally take.”
Mooncascade also saw a higher overall quality in the candidates who made it to the interviews. Usually, even when a candidate passes through the CV screening phase, it doesn’t guarantee they will have the basic skills, knowledge and the right attitude for the job. Hundred5 helped them see all these things about the candidates already before interviews.
“With Hundred5 I can be sure that the candidates that we spend time interviewing have already been pre-qualified and somewhat match our criteria.”