Recruiting is a challenge for many HR professionals and employers who spent time and resources as finding the right person for a role is demanding and time consuming for both the company and the talent to be hired.
However, Shortlist which recently raised $1m in funding, is using chatbots and data-­‐driven talent screening tools to automate applicant vetting using online competency-­‐based assessments rather than pedigree to simplify hiring.
The firm says its platform highlights employee strengths to be considered for jobs based on demonstrated potential and fit, not merely their educational background and formal work experience. Some of the firms working with the firm include Ather Energy, M-­‐KOPA, MicroEnsure, and Xynteo among others and it has served nearly 200,000 jobseekers.
Using predictive chat-­‐based interviews and online competency-­‐based assessments, Shortlist says it helps employers skip the most time-­‐consuming and bias-­‐ prone phases of hiring.

Shortlist’s unique technology creates a single application flow to engage candidates across a company’s sourcing channels, including job boards, referral programs, and existing third-­‐party recruiters.

Shortlist then screens these candidates using chat-­‐based interviews, online competency assessments, and other proprietary tools that predict how candidates will performing a particular role. Employers then receive access to interview-­‐ready candidates, streamlining the often time-­‐consuming and bias-­‐prone phases of hiring, and ultimately only engaging with the applicants who possess the right ability, experience, and fit for their teams.

Ryan Craig, author of College Disrupted: The Great Unbundling of Higher Educationand Managing Director at University Ventures. “The shift from degree-­‐ and pedigree-­‐based hiring to competency-­‐based hiring has tremendous potential for employers, individuals, and overall economic growth.

TechMoran caught up with Olivia Wold, Communications Manager at Shortlist and this is what she told us.

How is recruitment different in Kenya from other markets you operate in.

Kenya has an extremely vibrant talent pool with many motivated professionals seeking jobs where they can learn and grow. In our experience, Kenyan companies are willing to invest in finding and cultivating talent, and see recruitment as a key strategic priority, which is great to see. 

What are your expansion plans?

While our primary African market is Kenya, we’ve been working selectively with Kenya-based clients who have regional operations on positions in Uganda, Tanzania, and Rwanda. We look forward to strengthening our understanding of the talent pools and recruiting practices throughout East Africa, while remaining focused on serving clients in Kenya. In addition, we also operate throughout India. We plan to use this seed funding to enhance our online data-driven talent screening tool and increasing value for both employers and candidates alike. 

What is your view on the perceived skills gap in Kenya?

In Kenya there is dialogue around a perceived skills gap, where companies says that university graduates are not entering the workforce with the skills they need to succeed in competitive jobs. There is certainly some truth here and we are looking at ways we can also help young professionals access the training and skills they need to succeed in a modern workplace. However, we also believe that many candidates who don’t appear “qualified” via their CV are actually quite capable of the job — this is why we focus on giving companies the assessment tools to see “past” the CV to determine who has the skills and competencies to succeed regardless of CV or pedigree.