Cases

adecco

Adecco

Adecco, the world's largest and Sweden's third largest staffing company uses ZeroLime for all of their Swedish operations with around 200 users. Since Adecco started using ZeroLime December 2012, more than 350 000 candidates have registered in the system with an increase of 85% compared to their previous system. Adecco also uses the system for consultant / candidate presentations.

"The benefits of ZeroLime are many," says Ilona Orgmets, Head of recruitment and board member at Adecco. "By using ZeroLime we can easily re-use candidates, today more than 50% of our assignments are staffed by existing candidates, before this a new process started for every new assignment, through re-use we save a lot of money on advertisement and overhead costs, which in turn leads to us becoming faster at presenting candidates / consultants to our clients."

- Ilona Orgmets, Head of Recruitment, board member

Customer Case [PDF]
McDonald's

McDonald's

"ZeroLimes video interview solution changed and refined the recruitment process. To have video interviews with ZeroLimes tools enable us to meet more candidates in less time than the system we used previously. It increases our chances of finding people with the right quality to our assignments. The process is suitable for both us and the job seekers. Compared with the old process, this process takes only 10% of the time, and with significantly better quality of the employed."

- Michael Sandlin, HR-manager, McDonald's

Assessio

Assessio

Assessio is the Nordic region's leading provider of occupational psychological test solutions, combining psychologist skills and expertise with testing and state-of-the-art technology to help customers with everything from recruitment, personal assessment and leadership and team development. In order to create the maximum value of our products and services, the recent development has meant that we invest large resources in technological development and modern IT solutions. In this area, ZeroLime is one of our most important partners with great commitment to finding groundbreaking solutions to help customers meet future challenges.

"After integrating Assessio's test solutions in ZeroLime, I've been struck by how customers are immediately appealed by a very nice user experience. Both job seekers and employers are given extremely modern insights into how modern recruitment will look like in 2014."

- Pär Cederholm, CEO, Assessio

cut-e

Cute-e

"ZeroLime fills a gap in the market. It will particularly benefit organisations that have ‘walk-in’ applicants, such as retail and hospitality companies, as well as recruitment agencies who want to provide clients with a shortlist of possible candidates. It can also help volume recruiters, for example those who recruit for call centres or airline cabin crew. Because it’s customisable, you can tailor it to suit any need, so it could even support event-based hiring for graduate and apprenticeship roles. Our clients have been very impressed with it.”

- Dr Achim Preuss, Chief Technology Officer & Founder, cut-e

Uppsala University

Uppsala University

To make a right a fair decision - An experimental study about how work related tests and structured interviews affect diversity. Master thesis the psychologist programme 2014, author: Björn Elowson, the Institution of psychology Uppsala University.

"The usage of the video interview system ZeroLime can be treated as highly similar to structured interviews which in previous research has been proven to have as high validity as ability testing".

Read The Study [PDF]
Uppsala University

Uppsala University

During six month two selection- methods were compered against each other with astonishing results. In a study from Uppsala University in Sweden the most common selection methods were compered to personality and ability testing together with ZeroLimes video interview system.

The definition of structured interviews is that you only assess the candidate on questions decided beforehand. This means that follow up questions are minimized. The reason for why structured interviews gains validity over unstructured interviews is because of the follow up questions used in unstructured interviews which makes the recruiter base the decision on irrelevant information.

This is the same process as the digital interviews used in the present study. Therefore ZeroLime as provider for digital interviews is concurrent with today’s research on how to make accurate interviews in recruitment.

Read The Study [PDF]
Stockholm University

Stockholm University

Video recruitment as a selection method. Risk of discrimination and how discrimination can be counteracted in the selection process.

Lina Novén - Daniela Miller - Jeanette Liljeqvist

Stockholm University Psychological Department HR Work

Read The Study [PDF]
Karolinska Institutet

Karolinska Institutet

Recruiting without discriminating - An experimental study of hiring discrimination on ethnicity, using structured video interview versus unstructured face-to-face interview.

Karem Hanna

Karolinska Institutet - Degree Project in Psychology (2PS026), 30 points, Spring term 2014.

Read The Study [PDF]