For this large UK Recruitment Consultancy, we designed and applied intersectional analytical models on the assessment and selection life cycle of 350,000 graduate candidates. This includes a thorough analysis of the joint effects that social demographics have on the likelihood that a graduate would have a successful outcome throughout the recruitment process.
- We developed cutting-edge predictive modeling to identify trends, challenges, and industry norms for assessing and selecting applicants across the candidate spectrum.
- Our state-of-the-art modeling surfaces complex patterns that highlight inequitable patterns in recruitment processes. For example; Black Russell Group university graduates are likely to pass phone-based interviews but fail face-to-face interviews when compared to White non-Russell Group graduates who may have lower chances of passing the earlier stages but experience a significant boost in success rates during face-to-face interviews.
- This work is still ongoing; by completion, we expect to have provided the Company with a sophisticated solution for embedding equity and inclusion into its recruitment processes and policies.