Interview: How Aequivalent makes recruitment processes safer

On 18 November 2024, Michael Platen, CEO and Founder of Aequivalent, was interviewed by Joachim Diercks for CYQUEST’s Recrutainment Blog. The blog offers expertise and practical examples of modern talent management, for example on diversity or AI-supported applications. In addition to trends, tips and tools for HR professionals and applicants are also presented, e.g. on anonymous application procedures or avoiding bias in the selection process.

At a time when applications are increasingly being embellished, Aequivalent supports companies with professional background checks to bring trust and transparency to the recruitment process. Michael Platen, Managing Director of Aequivalent, explains how this works.

Aequivalent checks information from applications, including references, work experience and diplomas. If required, criminal records, financial integrity or online reputation can also be checked. ‘Our processes are standardized and completely transparent – the candidates are always involved,’ emphasizes Platen. The company differentiates between ‘yellow’ and ‘red’ flags. Yellow flags indicate deviations, such as embellished job titles, which can be assessed by the company. Red flags, on the other hand, mark clear deceptions, such as falsified degrees or documents.

Another area is the review of e-reputation. Publicly accessible content on social networks is analyzed to identify potential risks such as the publication of confidential company data or problematic behavior. Data protection is strictly adhered to: “We inform the candidates in advance and only check public content,” explains Platen. Background checks are primarily used for positions of trust or in regulated industries such as finance and aviation. At the same time, their digital structure makes onboarding more efficient and saves time.

In conclusion, Platen emphasizes that the use of AI in applications is becoming increasingly normal. However, the only decisive factor is whether the facts provided are correct: “Everything else is left to the assessments of our customers.”

The entire interview can be read here directly on the Recruitainment Blog.
Many thanks to Joachim Diercks for the interesting questions and the pleasant exchange!