How does Saville work with iCIMS?
iCIMS is an enterprise talent acquisition platform, and if your team runs hiring in it, there are two ways Saville fits. Our screener runs inside iCIMS, so every applicant is assessed at the top of the funnel. And on systems like iCIMS, you can also send the fuller assessments from iCIMS and have the results come back there, so assessment stays a stage in your pipeline rather than a separate process running alongside it.
What does the screener actually do?
It is the first behavioral assessment built to run on every single applicant. Behavioral assessment used to be something you did to a shortlist, because at any real volume it took too long and cost too much to do earlier. This one has a predictive validity of 0.37, takes under two minutes, and is priced to run on thousands, which is what moves it from the shortlist to the top of the funnel.
Twelve questions, under two minutes of a candidate's time. It is a rate-and-rank questionnaire rather than a form, and what it asks about is the person: how they work, what they are drawn to, where they are strongest. An AI can write a convincing application. It cannot answer for how somebody actually works.
We never read the CV either, so a well-written one buys nobody an advantage. What comes back to the candidate record is a fit band: nothing to interpret, nothing for your HR team to action. It is priced to run on thousands and charged on completion, so a drop-off costs you nothing. Around 85% of candidates finish it.
What else can you run from iCIMS?
Behavioral and aptitude assessment, at whatever depth the role warrants. Our deepest behavioral read takes about thirty-five minutes and carries our highest validity, which is what we would put behind a leadership appointment. Six minutes gives you a valid read for a lower-level role. Same science underneath, different lengths, and you choose per role rather than per contract.
What changes is the output. The screener gives you a fit band. A full assessment gives you a role success profile and scores against it, an interview guide to use in the room, and reports written separately for HR, for the hiring manager and for the candidate themselves.
The headline read comes back into iCIMS, so a recruiter can see where a candidate landed against the role without leaving it. When they want the detail, the full reports, the interview guide and the comparison views sit in the Saville dashboards, a click away.
What's the benefit of integrating iCIMS with Saville?
Nobody retypes a candidate into a second tool, and nobody chases an assessment that was never sent. Your recruiters get what they need to move a candidate on without changing how they work, and go deeper only when the decision warrants it. The screener takes the chance of the wrong person reaching your shortlist from 1 in 5 to 1 in 14, and our deepest behavioral read takes the chance of a mis-hire from 1 in 5 to 1 in 50.
It is also the same standardized measure for every applicant, scored the same way, which is what makes a shortlist defensible when somebody asks how you got to it.
What about the specifics?
iCIMS is one of more than 116 systems we connect to. What that looks like on your account depends on how it is set up, so tell us what you need it to do and we will tell you what is possible rather than promise it on a web page.
Saville Assessment holds ISO 27001, so this sits inside a certification your risk team can already see rather than being a new exception for them to write.
Talk to us
If you hire in iCIMS and want to see what this would look like on your setup, book a call. We will walk through it with you and be straight about what is and is not possible.