The journey of Refapp towards evidence-based recruitment

At the core of the digital transformation in the recruitment landscape stands Refapp as a pioneer. To comprehend their journey and explore how they are transforming the recruitment landscape, we interviewed two key figures, Emira and David, for a deep dive into their vision and innovations. Emira, Refapp's Chief Strategy Officer, initiated the journey with a story of friendship that led to an unexpected career move. Having previously worked with David via Assessio, when he shared the vision behind Refapp, it was like offering her an irresistible opportunity. Now, she leads overall product strategy and business development. David, co-founder and partner, connected his story with founder Philip and his previous work at Randstad. Investing in Refapp became a natural step when he realized the potential of digital reference checking.

From tradition to innovation

Refapp’s primary goal is to enhance recruitment decisions by making them more accurate and inclusive. Emira highlights the challenges in traditional reference checking, especially the biased assessment of gender and the focus on experience rather than potential. To address these challenges, Refapp aims to increase structure and focus on observable behaviors.

The discussion shifts towards diversity, and Emira and David emphasize the importance of clearly defining this concept. By eliminating irrelevant factors and focusing on job analysis, they believe evidence-based reference checking becomes a key component in creating a diverse workplace.

The challenge of abandoning old methods and intuitive interpretation is central. Refapp actively works to convince users to transition from free-text fields to standardized response scales to reduce the risk of subjectivity. Increasing structure and reducing noise is a challenge, but according to them, it is necessary to make the recruitment process more accurate and inclusive. Evidence-based reference checking is seen as a key component in changing workplace culture. By eliminating subjective processes and evaluating relevant criteria, a fairer and more inclusive workplace is created. Refapp sees the opportunity to democratize access to leadership training by replacing nomination processes with structured reference checks.

A glimpse into the future and a strong alliance for justice

Refapp sees a positive future, especially with the launch of Refapp Insights, a form library offering structured solutions for different professional roles. They advise other companies to formulate clear goals, implement structured reference checking, and use the right tools.

David shared how collaboration with the Institute of Recruitment supports their pursuit of justice and validated processes. By offering independent reviews of system support, he hopes that more recruiters will choose providers that support fair and validated processes.

Evidence for an inclusive tomorrow

Emira and David concluded by emphasizing the importance of evidence-based work to create a more inclusive and fair job market. By ensuring that recruitment methods are based on proven evidence, discriminatory factors can be overcome, and relevant performances can be focused on.

The journey with Emira and David is an inspiring tale of how technology and evidence-based thinking shape the future of recruitment. In a time where change is the only constant, Refapp and its pioneers are ready to lead the way towards a more inclusive and fair job market.

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The tech that’s driving justice

Behind every technological innovation stands a visionary leader. For Björn Elowson, founder of Pharus Tech, the vision is clear: to create a platform that not only eliminates biases from the recruitment process but also paves the way for a more inclusive job market. In an exclusive interview with the Institute of Recruitment, Björn shares his mission, the role of technology, and how Pharus Tech is driving revolutionary change in recruitment.

Unbiased Recruitment vs. Bias-Conscious Recruitment: A Necessary Shift in Recruitment Practices

In a world that is rapidly changing, the complexities of recruitment have grown exponentially. Organisational cultures, aspects of diversity, and the labour market itself have undergone significant transformations. Amidst these shifts, it’s crucial to re-examine the terminology used within the recruitment industry. One such concept that has garnered attention is “open-minded recruitment.” However, what occurs when a term like “open-minded recruitment” falls short? When it becomes apparent that it is more of an idealistic aspiration than a feasible approach?
This is where the notion of “Bias-Conscious recruitment” emerges. We had the opportunity to interview Malin, a recruitment expert, and a fervent advocate for “bias-conscious recruitment.” During the interview, Malin shared her insights and views on why there’s a need to reevaluate our understanding of recruitment and develop a more mindful approach.

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