Evidently Me Weekly Issue #2

This Week: Pilot Results, ATS Feedback and... did someone say Demo?

Hello everyone!

Hope you’ve all had a great week wherever you may be! Before we get onto the good stuff, let’s look at the results from last week. In our previous newsletter we talked about our vision for creating an ATS. The first data-driven ATS working towards a self-sustaining skills market for our users. What did you think?

The vote was, firmly. 50 - 50! Great…

However, some excellent points were raised from our design advisor partners:

I don't think you should go down the ATS route until you have built a brand. I'd suggest you start small and build relationships in the early careers space where you can instantly add value. Then you grow to niche roles on top of early careers. Then you start building up the ATS option. You may spread yourself too thin if you go down the ATS route straight away. - Richard Wyatt (Head of Talent Acquisition and Internal Communications, Low Carbon)

Design advisor Becky Read (FocalPoint), agreed with Richard’s comments:

The ATS market is highly competitive and saturated. Whilst there are a number of tools available to companies, the opportunity to build a small, unique AI-data driven product which nobody else has (and build upon that) as an integration tool would be a great opportunity. - Becky Read (VP People, Focal Point)

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Results of unpaid beta test with Zeal Group

Last month we ran a brand marketing internship through our MVP. Inevitably, we ran into a few bugs. However, we had great feedback around the user interface and candidate experience directly from candidates applying to the role. Tharan Sangha (Global Talent Acquisition Partner, Zeal Group) made the following points from the test:

• (EM) made scanning through candidates a lot easier. The high marks candidates worked well and there were a couple of great ones we found.

• For this level of role unfortunately evidence didn’t make a huge impact.

  • It was nice to see their work, but ultimately we found the values assessment more valuable for this level of role.

  • Maybe for roles where candidates have a couple years of experience within the industry, evidence would be particularly valuable.

When shown our email tool demo:

“If you created the email tool, we would use that all the time. We would just use it as an extension of our own ATS. It would become a standard format for all roles. For example, have the process go from applied, through to evidence to contact and then phone screening. It would reduce the amount of unnecessary screening calls.”

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Demo time! Evidently Me Email Tool 📨

Find the candidates that go above and beyond.

I’ve had a couple messages this month that design advisors really loved our old video demos.

So based on that feedback, this week I explored the route of how we could turn our MVP into more of a tool that wouldn’t require you to post roles exclusively via our system in order to get value. That’s where our new demo comes in!

Let’s take a look!

Make sure you leave your justifications and comments for your choice here!

Leave your feedback… or else.

We hope this demo addresses some of your feedback from last week’s newsletter. I’m looking forward to reading the comments for it as they come in and answering as many questions as possible! This is the start of a new iteration cycle for Evidently Me, so be sure to expect more demos coming in the future.

If you enjoyed it, please subscribe to our substack and leave a like! It means we can reach more people with Evidently Me.

Speaking of, if you or anyone you know would like to give Evidently Me a try in an unpaid pilot test like Zeal Group, please send me an email or message!

Thanks so much for all your support and guidance. We couldn’t do any of this without you!

Enjoy your weekend,
Thomas, Co-founder CEO
- Evidently Me