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A digital, modern and automated recruitment process where the machine makes more selection. Brite digitizes and automates matching and selection in recruitment using evidence-based algorithms and artificial intelligence. This is to counteract discrimination and be both cost- and time-efficient for all parties.

Brite conducts recruitment as research says it should - through evidence-based recruitment. All candidates conduct screening tests in performance, logic and personality in the first stage and answer questions about motivation and then do detailed tests that suit the industry in which the candidate wants to work.

We use algorithms to streamline and create accurate recruitment. The algorithms are then weighted and optimized using AI technology for each role. This continuously improves the system through data collection. Simply put – the more Brite is used, the more accurate Brite will be.

The employer sets the requirements that the role requires. The employer also chooses how many candidates they want for a final interview. The employer's interface creates a requirement profile. Brite asks questions about the complexity of the role, personality factors, motivational factors, place of work, salary level, any specific qualifications, etc.

When the employer answers the questions, the algorithm is adjusted for the specific role. When the employer is completed, all candidates in the database are matched against the set selection requirements, such as requirements for place of work, type of role and salary level. This selection is then reviewed by the algorithm that ranks all candidates. Brite then presents the highest ranked candidates to the employer and they can directly book a final interview with them.

Because it takes longer, costs more money and gives a worse result to recruit traditionally. Brite bases his selections on research and therefore allows the candidate to conduct personality tests, aptitude tests and in some cases proficiency tests. All candidates may answer pure matching questions and questions about motivating factors. This is then weighted in AI-based algal terms. The accuracy is therefore extremely much higher than a traditional recruitment process where the employer reviews CV, calls for interviews, interviews and at best finishes with some tests.

In a traditional process, according to the research, the worst selection works are used first and the best not at all or possibly last. Extensive meta-studies have shown that a combination of aptitude tests and integrity tests together with a few structured interview questions is the best way to achieve high accuracy. Here you will find an article from Tema HR that clearly and easily summarizes the research situation.

No, CV review is probably one of the worst methods you can use. Research shows that CV review as a selection method is worse than singling money. However, a traditional recruitment process often starts with CV review.

In many cases, you choose your best candidates already in the CV review. This is because there may be so-called CV gaps or that from the recruiter's side there is considered to be too little relevant work experience or that the candidate has gone to the wrong university or college.

Now, of course, we can't just the recipe for our secret sauce. But! The basic algorithm is weighted just as accepted research says that one should do to achieve the highest accuracy. In short, it can be said that aptitude tests are weighted the highest, then personality tests and the lowest weighted motivational factors. From the basic algorithm, individual algorithms are then created for specific roles, organizations and industries. Here the possibilities are endless.

"Skills" can be practiced by any person, but you have different more hard-coded conditions to embrace new knowledge, to collaborate with others or to, for example, follow norms and conventions. We measure these types of conditions by measuring actual performance, such as correcting code in a programming language or acting in a sales situation. In addition to this, we also measure integrity and general mental talent. In this way, we find the talents with the potential to develop together with your company. According to what the research says.

Research shows that this is exactly what you should do in order to achieve high accuracy in your selections. Although the research suggests that there should be few requirements regarding specific experiences such as certain professional experience and a certain number of years in service or some education, this type of requirement picture is often in focus today. In today's society, it is rarely enough that you get a "prepackaged" person with previous experience from a similar work situation. Instead, you need to find the candidate who has the best conditions for development and who thus has the opportunity to develop within the intended role and organization. Because the role will change and then the person must be able to adapt and adapt.

Extensive meta-studies have shown that a combination of aptitude tests and integrity tests together with a few structured interview questions is the best way to achieve high accuracy. On this link you will find an article that clearly and easily summarizes the research situation.

Brite uses (unlike the majority of all recruitment companies and HR departments) certified tests. Our tests come from a test supplier that is reviewed annually by independent parties (DNV-GL). You can read more about DNV-G here. L.