iZettle introduced aptitude testing as a way of getting real insights into the cognitive abilities of their candidates. It was also a way of eliminating bias too, by using objective metrics rather than subjective decision making.

Neuroworx was introduced as the first step of the recruitment process. It provided a way to filter thousands of candidates quickly using objective screening. By setting up benchmarks of existing employee performance, iZettle were able to set the standard from which to compare new employees.

Setting the minimum standard

By setting benchmark minimum results using existing employees, iZettle were able to objectively determine whether candidates hit the required mark or not. The subjectivity that is so common in the recruitment process could be removed and replaced with objective decision making.

This led to better hiring practices, but also led to reduced bias and improved diversity in hiring. Any unconscious discrimination was eliminated by this data-driven approach.