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How legal-tech company Precisely took their interviews “to a new level”

IN THIS ARTICLE

A more data-driven interview process, positive candidate feedback, and better communication with the hiring managers. These are some of the positive effects that Arsaman Bahrami at legal-tech company Precisely sees from working with Asker’s platform. Now, he shares how the company works with data collection and the benefits it brings in the hiring process.  

One of Precisely’s cultural values is “data-driven” – and it shows. The collection of data runs like a common thread through the entire recruitment process until a decision is made. According to Arsaman Bahrami, Head of People and Culture at Precisely, the entire organization works broadly and long-term with the values.

– Our values are an important part of how we work with performance in the company. We measure performance through what you achieve (KPIs) and how you achieve it (behaviors). Therefore, we place great emphasis on it in the hiring process; in the interview we use them, for example, as competencies, he says.   

Precisely has been using Asker’s platform for its interview processes since the beginning of 2023. The reason why Arsaman and his team chose to start a collaboration was because they lacked an efficient way to extract data from the interview process

Previously, I never felt like I had a structured way to extract the interview data. With Asker, it became clear how we could both extract and use the data.
Arsaman Bahrami
Head of People and Culture at Precisely

A well thought-out hiring process

The work in Asker’s platform starts during the intake meeting, before a new hiring process starts. The team scans the market for the current role and maps out what Precisely can offer to attract the right candidates. They focus on defining the behaviors and traits that are important to be successful in the role and use Asker’s competency framework to identify soft skills.   

We send the framework to the hiring manager, who can assess which competencies to use. At the intake meeting, we work hard to challenge those choices if we end up a few degrees off in what we are looking for, we will end up completely wrong in the process, says Arsaman Bahrami. 

Precisely's hiring process

Goes through the profile, identifies requirements and competencies using Asker’s competence framework. Publish job ad.

Screens for basic requirements, such as place of residence and other external factors, but the majority of candidates are taken to the next stage.

All applicants take personality and aptitude tests.

Culture-value interview with the Talent Acquisition team. 

Interview with hiring manager, focusing on soft skills.  

Depending on the role, the type of case varies.

Measures the same competencies as in interviews and tests. The candidate may also take references.

According to Arsaman Bahrami, the interview has not only improved from his own perspective. By gathering everything, such as interview questions and scoring guides for each question, in one platform instead of in different systems, the work has also become better for the hiring managers. 

The collaboration with our managers has become much easier. They have a better structure, and it is clear to them how they should work, says Arsaman Bahrami and continues:

It’s nice that the system is so simple. I can talk about and teach best practices as much as I want, but if we can’t give managers a structured way to do it, it will fail in the end anyway.

How Asker works

Asker’s system is built to support the interviewer and the hiring team throughout the entire interview process.   

What are your best tips to help managers embrace new methods and tools?

– Talk about why you do things. In the same way that you communicate with your candidates, you should communicate with managers. If managers understand why you want to do things a certain way, it will be easier to get on board. Back it up with research and data and educate on the value of different activities 

Data-driven throughout the flow

Precisely collects data at all stages of the recruitment process, from testing to interviewing and reference checking, in order to make the most accurate and objective assessment of candidates as possible. A data point they collect is the company’s candidate net promoter score, this to find out what the candidates thought of the process they have been a part of.  

Both we and the managers have received very positive feedback about the way we interview. The positive experience comes from both candidates who got a job and those who didn’t, which is a great insight. 

Raising the bar

Some of the major benefits of using Asker’s platform, according to Arsaman Bahrami, is that you automatically get help to create a structure in your interview process, use the right type of questions and assess the answers against set scoring guides.  

By using Asker, you are forced to work in a way that raises the bar. It automatically gives you a structure that will create a more open-minded and inclusive recruitment process. If you don't have that structure in your interviews, you will automatically invite biases to influence your decisions.
Arsaman Bahrami
Head of People and Culture at Precisely

By making it easier to help managers work with interview data and use scoring guides, Precisely has been able to “take their interviews to a new level“, he says.   

I think there are many recruiters out there who want to work this way, but they are held back by a lack of tools and support. But you get that support through Asker. 

About Precisely

Precisely is a fast-growing SaaS company with a user-friendly platform for enterprise contract management. Their aim is to make complex contract workflows easier and more secure. 

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