✅ Saved 1/4 of a full-time position and €800 per month by eliminating manual pre-screening
✅ Made hiring 30% more efficient through automated competency measurement and clear recommendations
✅ 90% of candidates hired after Behavera testing became top performers
✅ 92% of candidates completed the tests—they enjoy them because they are based on a game simulation
Expando’s HR Manager, Ema Nováková, and Project Manager, Ján Pavlík, shared how they use Behavera and how it has improved their hiring process.
“Before Behavera, we were shooting in the dark during interviews. Pre-screening notes were full of biases and didn’t provide a real insight.”
From complete chaos, we gradually developed a standard three-round process over the years. The first round was pre-screening, handled by a part-time colleague who reviewed CVs and conducted a 15-minute call with the candidate. The second round is still conducted by the hiring manager today, focusing on hard skills, usually accompanied by a case study. The third and final round is with the CEO, where we primarily assess cultural fit.
Before Behavera, our hiring managers' interviews were quite unstructured. Pre-screening was handled by a law student—very intelligent and capable, but not a trained recruiter. Her notes often included not only practical information but also subjective opinions, such as how the candidate came across to her. However, such information is not relevant for a hiring manager and can unnecessarily influence their decision. Additionally, the process was time-consuming for her, taking up almost half of her working hours.
Hiring managers, often with little recruitment experience themselves, would enter interviews without a clear plan—they didn’t know exactly what they were looking for or how to evaluate candidates. While the case study helped assess hard skills, it didn’t provide a complete picture of the candidate.
“Thanks to Behavera, we identified what we are actually looking for and can now focus on key attributes or red flags during interviews.”
After implementing Behavera, two key things changed for us: we eliminated traditional pre-screening, which wasn’t providing the necessary value. Instead, we now send candidates tests right away and only call them to verify key requirements. This saves us time and reduces costs equivalent to a quarter of a full-time position.
At the same time, we clearly defined what we are looking for in each role. In Behavera, you can set up roles with recommended attributes, but since we have a long history of performance data at Expando, we were able to take it a step further. Every team member took competency tests, and we compared their results with long-term job performance. For example, for the Customer Service role, we identified key competencies as numeracy, customer orientation, self-reflection, and integrity. Agents who scored highly in these areas also demonstrated consistently strong performance over time.
Today, we assess candidates based on these attributes. Test results show how well a candidate matches our requirements. If a particular attribute significantly deviates, we see it as a red flag.
“We once ignored Behavera’s warnings—and quickly paid the price. Since then, we trust the data.”
One of the key moments was when we once prioritized feelings over Behavera’s results. We hired a candidate who had very low scores in numeracy, customer orientation, and effective communication—and we quickly paid the price. The employee completely failed in client communication, ignoring messages and phone calls, which had a rapid negative impact on the most important thing—our customer experience. Not only did it cost us time and money, but it also put our reputation at risk. It was a clear lesson for us, and since then, we rely on data, not gut feelings.
“We can trust the data. 90% of candidates who performed well in Behavera tests are now top performers at Expando.”
We give tests to every candidate instead of conducting a pre-screening. Candidates receive an invitation to complete the test within one to two days. Once finished, we immediately have access to their profile and can clearly see whether their attributes align with the position or not. Our experience has shown that we can rely on this approach—90% of the candidates we hired who performed well in Behavera are now top performers at Expando. Additionally, we know which attributes to focus on, allowing us to ask targeted questions in the second interview.
“Candidates love the tests because they also receive their own results and recommendations.”
We were concerned that a 30–45 minute test might discourage some candidates. However, the opposite turned out to be true—92% of candidates successfully complete the test. As for the rest? We see it as an indication that they weren’t genuinely interested in the role, making the test an excellent filtering tool.
In the final interview round, our CEO always asks candidates for feedback on the entire process, and the test is something they frequently highlight. They appreciate its format—the simulation game surprises and engages them. Moreover, they value that they gain something from the process as well. The test results are sent to them in an adjusted format via email, providing them with an analysis of their competencies and concrete recommendations—something they would otherwise have to pay for. They see this as a significant added value.
Behavera has helped us eliminate subjectivity from decision-making, speed up the selection process, and bring certainty when evaluating people. We no longer use the tests just for new candidates—we also apply them for internal team changes and promotions to leadership positions.
For example, every potential leader undergoes a leadership-focused test. This allows us to identify not only their strengths but also the areas where they need improvement. Thanks to this, we have already avoided two rushed promotions that could have negatively impacted the entire team. Instead, we gained a clear plan outlining what the candidate needs to work on to be fully prepared for a leadership role—an invaluable piece of feedback for them as well.
