The improvements in the recruitment process made by Fairec is two-folded:

• Efficiency improvement: The AI-powered screening interview streamlines your ability shortlist applicants by automatically evaluating all applicants based on predefined evaluation parameters and summarising them in comprehensible and easy-to-compare applicant profiles - The shortlisting decision itself is completely controlled by you
  
• Bias reduction: You can configure the platform such that the screening interview and the following applicant profiles are completely anonymised. This enables a significant reduction in unconscious bias by the recruitment team as no though is given to name, gender, age, address, race, etc.

Using AI in applicant evaluation can significantly reduce bias - We see two specific areas:

• Firstly, the platform can be calibrated such that the AI model disregards person specific details that may be a conventional cause of unconscious bias in manual screening
  
• Secondly, being consistent in its evaluation eliminates much of the inherent bias in human judgement. An example that we like to use is that if a TA professional goes through 100 applications during two days - 50 on the first day, in which the person won the lottery, and 50 the next day, in which their dog (sadly) passed away - they are likely to have very different judgement on each of the days.

It is important to emphasise that when it comes to recruitment and applicant evaluation it is impossible to remove bias completely . We think the best alternative is to reduce it as much as possible given the tools that are presented.

Very pleasant, we would say! - After applying, the applicant will receive a link to the screening interview. Here, they will get diligent instructions on how the interview will take place through a short instructional video. Once the applicant is comfortable, they can start the interview.

The interview itself will open with the AI interviewer welcoming the applicant. Now, it is the applicants time to shine! The AI interviewer will ask the  applicant a series of dynamic questions based on your specific calibration. If the applicant's answer is not adequate, a follow-up question will be asked to give the applicant the chance to elaborate.

After the interview, the applicant can safely exit the browser and await feedback from the hiring organisation.

Data security is a high priority for us. We work seriously and professionally within formation security, and we base our work on internationally recognised security standards. We have implemented security measures to ensure data protection of customer data, personal data and other confidential data. We conduct regular internal follow-ups in relation to the adequacy and compliance of policies and measures.

We process and store personal and sensitive information according to GDPR to safeguard customer or applicant information against leakage or misuse. Our data storage is managed by third-party vendors, acting as a data processors on behalf of Fairec. The vendors provide a secure cloud environment that adheres to rigorous security standards, including compliance with ISO 27001, SOC 2, SOC 3, and other internationally recognized certifications.

• From Applicant: the only piece of documentation required from the applicant is their CV and then of course their responses during the screening interview
  
• From hiring company: a job description for the position that is posted and the hiring company's custom calibration of the platform

Fairec is in the process of integrating into the most popular ATS/HRIS to ensure that you are able to work with the tool as part of your recruitment process.

Fairec also offers a stand-alone solution for smaller companies do not have an ATS/HRIS and a dedicated HR department. This can release valuable time from employees assigned with the screening task that is better spent on their actual work assignments.