Arctic Shores

1. Candidates complete the Arctic Shores assessment.

2. The system generates a ranked list of candidates based on their scores.

3. Recruiters focus on the top-scoring candidates for further evaluation.

1. Use the Workplace Intelligence assessment to measure cognitive flexibility.

2. Identify candidates with high scores in adaptability.

3. Focus on these candidates during the interview process.

1. Remove CVs from the initial screening process.

2. Rely solely on the Arctic Shores assessment to evaluate candidates.

3. Ensure a diverse shortlist of candidates based on potential rather than background.

1. Implement the Arctic Shores assessment as part of the standard hiring process.

2. Use the assessment results to inform interview questions and evaluation criteria.

3. Track the performance of hired candidates to validate the assessment's effectiveness.

1. Market the Arctic Shores assessment to attract candidates from diverse backgrounds.

2. Evaluate candidates based on their performance on the assessment, regardless of their CV.

3. Provide training and development opportunities to support the growth of hired candidates.

1. Define the key skills and competencies required for the role.

2. Use the Arctic Shores assessment to measure these skills.

3. Prioritize candidates who demonstrate the highest potential in these areas.