Terms of Use

These Terms of Use govern your use of Lemonaid's recruitment platform (the "Service"). By using the Service, you agree to these terms.1. User Account1.1 You must create an account to use the Service. You are responsible for maintaining the security of your login credentials.1.2 You may only use the Service for legitimate recruitment purposes within your organization.2. User Responsibilities2.1 You must not:
- Use the Service in any way that violates any applicable laws or regulations
- Attempt to gain unauthorized access to the Service or other users' data
- Transmit any malicious code or disrupt the Service's functionality
- Share your account with others or use anyone else's account2.2 You are responsible for all activity that occurs under your account.3. Content3.1 You retain all rights to the content you upload to the Service.3.2 You must not upload content that:
- Infringes on others' intellectual property rights
- Is illegal, offensive, or discriminatory
- Contains personal data without proper consent4. Data Protection and Confidentiality4.1 You must comply with all applicable data protection laws when using the Service.4.2 You must not share or use confidential information about candidates or other users outside of the Service.5. Intellectual Property Rights5.1 Lemonaid and its licensors own all rights to the Service, including but not limited to software, design, and trademarks.5.2 You are granted a limited, non-exclusive license to use the Service in accordance with these terms.6. Limitation of Liability6.1 Lemonaid provides the Service "as is" without warranties of any kind.6.2 Lemonaid is not responsible for decisions you make based on information from the Service.7. Modifications and Termination7.1 Lemonaid may modify these terms at any time. Your continued use of the Service after such changes constitutes acceptance of the new terms.7.2 Lemonaid may terminate or restrict your access to the Service if you violate these terms.8. Miscellaneous8.1 These terms are governed by Swedish law.8.2 If any part of these terms becomes invalid, it does not affect the validity of the rest of the terms.By using the Service, you confirm that you have read, understood, and agreed to these Terms of Use.Last updated: 2024-09-01

Privacy Policy

Lemonaid Insights AB respects your privacy and your right to control your personal information. Our principles are straightforward: we will always be transparent about the data we collect and why.
Our processing of personal data is conducted in accordance with applicable data protection laws, including the EU General Data Protection Regulation, EU 2016/679 ("GDPR").Personal Information We CollectWe collect data directly from you within the framework of our relationship. This may include contact persons at our customers, suppliers, partners, consultants, job seekers, and students—essentially anyone we interact with during our business operations. We process personal data for the purposes outlined below to maintain and nurture our commercial relationship with you or your employer.
Examples of personal information we may process include your name, contact details (such as mobile phone number, address, and email address), and profiles on LinkedIn and other social media platforms. We may also update your information from public records, such as the Swedish Companies Registration Office (Bolagsverket) and SPAR, to ensure data quality.
We also collect personal information when you interact with us digitally, for example, when you:
Fill in your name, email address, and/or mobile phone number on our websites.
Contact us via email, websites, or social media.
Sign up for a newsletter, event, or digital service.
Visit or use our websites and/or apps, which may involve collecting data like traffic data, location data, web logs, IP address, device type, operating system, and browser type.Purposes and Legal BasisWe process your personal data for the following purposes and legal bases:
Managing Business Relationships: To manage and nurture our relationships with your company (where you are employed) or you as a contractor/partner, and to fulfill obligations arising from applicable agreements, orders, and inquiries.
Legal Basis: Our legitimate interest in nurturing business relationships and fulfilling commercial agreements.
Administration and Communication: To manage administration, invoicing, correspondence, and ensure good service. This includes correcting erroneous information and sending information that may be of interest to you or your employer.
Legal Basis: Our legitimate interest in maintaining business relationships and fulfilling commercial agreements.
Individual Relationship Management: To manage and nurture our relationship with individual contractors, job seekers, or students, matching you with suitable assignments and positions.
Legal Basis: Our legitimate interest in fulfilling business relationships and contracts you have registered for.
Digital Services Improvement: To perform, administer, develop, and improve our digital services (websites, apps, databases), which may include user behavior analysis and statistical data aggregation.
Legal Basis: Our legitimate interest in providing and improving digital services and promoting our activities effectively.
Marketing Communications: To contact you about offers, promotions, or services that may interest you or your employer.
Legal Basis: Our legitimate interest in offering and marketing services and products relevant to you or your employer.Information That May Be DisclosedWe may disclose your personal information to any member of our group of companies if it is relevant to our business relationship with you or your employer. We may also share information with service providers hired to fulfill our purposes, such as IT and marketing service providers.
For job seekers and candidates, we may disclose information to external customers or partners as part of our efforts to find assignments for you. We only work with partners who process personal data within the EU/EEA or maintain the same level of protection as required by GDPR.Storage and Deletion of Personal DataPersonal data is retained only as long as necessary. We store your personal information as long as you are an active customer, candidate, contractor, or partner. If our relationship ends and it is not expected to be reactivated, your information will be removed, with periodic reviews at least once a year. Inactive data is deleted after 3 years, unless legal requirements (such as the Accounting Act) dictate otherwise.
We ensure the confidentiality and security of personal data with appropriate organizational and technical measures based on the risk and sensitivity of the data processed.Your Rights and ChoicesYou have rights regarding your personal information, including correcting inaccuracies, requesting deletion, or restricting use. You can contact us (see "Contact Us" below) to exercise these rights. If you believe your rights are not being respected, you can contact us or the privacy authority.
You can also opt-out of marketing communications by updating your account settings or clicking "Unsubscribe" in our emails or SMS communications.About Cookies and Similar TechnologiesWhen you use our sites and apps, we may collect personal information using cookies. This includes technical information about your device and Internet connection, such as operating system, browser version, IP address, and unique identifiers. We may use third-party technologies for recognition and learning more about our users. Similar technologies may be used for online advertising, social media, and emails.Links to Other SitesOur website may contain links to third-party websites for information purposes only. We are not responsible for the content of these sites or any damages arising from their use.Contact usFor further information on personal data management or if you have any questions, please contact us at [email protected].

2024-11-14

• Insight by Amer Hadsvik

Why 'Stretching' your CV shows your potential

A recent LinkedIn discussion caught my attention when Amir Mofidi asked about CV embellishment. The ensuing conversation revealed something the I find fascinating about how we view personal development and potential. Let me share a perspective that might change how you think about this topic.

• Full story

2024-11-06

• Insight

The Evolution of Recruitment: Why Traditional Methods Fall Short in Today's Job Market

The workplace is evolving at an unprecedented pace. Remote work, rapid technological change, and shifting skill requirements have transformed how we work—yet many organizations still rely on recruitment methods designed for a different era.

• Full story

2024-11-05

• Webinar

Censored: The recruitment hack they don't want you to see

You're invited to a game-changing webinar that's set to transform traditional recruitment methods. Lemonaid is redefining how we measure human potential, and we're excited to share our groundbreaking insights with you.Don't miss this opportunity to learn how Lemonaid is reshaping the future of talent acquisition. Be at the forefront of the recruitment revolution—secure your spot now!

• View recording

2024-10-23

• Insights

The Pineapple-Purple-Unicorn Effect: When Personality Tests Go Wild

though you're allergic to pineapples? No? Well, that's exactly what happened in our viral video that's been making recruiters laugh (and maybe squirm a little) across LinkedIn.

• Full story

2024-10-15

• Press Release

Lemonaid revolutionizes recruitment: Scientifically grounded platform challenges personality tests

Today, Lemonaid launches its groundbreaking recruitment platform, a collaboration between Singula AB and Future of Organizing AB. Lemonaid challenges the outdated personality tests still relied upon by 80% of Fortune 500 companies, offering instead a fresh, scientifically grounded approach to talent search.

• Full story

2024-10-15

• Insight

Potential vs. Personality: The Future of Hiring

In today's rapidly evolving job market, companies are constantly searching for the best talent to drive innovation and growth. But are traditional hiring methods keeping pace with these changes? Let's explore the shift from personality-based hiring to potential-based hiring and why it matters for your organization.

• Full story

Lemonaid revolutionizes recruitment: Scientifically grounded platform challenges personality tests

Stockholm, 2024-10-15 - Today, Lemonaid launches its groundbreaking recruitment platform, revolutionizing how companies identify and develop talent. Unlike traditional personality tests that look backward, Lemonaid looks forward, focusing on candidates' future potential rather than past performance.Lemonaid stands out by offering:
- A scientific approach that predicts future job performance, not just current personality traits
- Support for structured interviews, enabling all recruiters to use evidence-based methods
- In-depth insights into candidates' potential and abilities, going beyond surface-level assessmentsThis innovative platform challenges the outdated personality tests still relied upon by 80% of Fortune 500 companies, offering instead a fresh, scientifically grounded approach to talent search.Lemonaid is the result of a collaboration between Singula AB and Future of Organizing AB, combining Singula's expertise in tech and TEAL organization with Future of Organizing's cutting-edge research on modern organizational forms.Dr. Rolf Medina, researcher and co-founder of Future of Organizing, explains: "Our research clearly shows that traditional personality tests are inadequate for predicting job performance in today's dynamic work environments. Lemonaid is built on years of research into human potential and organizational effectiveness."Amer Hadsvik, Product Lead at Lemonaid, adds: "We've created a platform that not only identifies talent but also helps organizations develop and maximize that potential. Our support for structured interviews enables all recruiters to use the most evidence-based methods."The platform is now launching with selected customers, with opportunities for more forward-thinking organizations to participate in the testing phase."We're challenging the status quo," says Hadsvik. "While personality tests look backwards, Lemonaid looks forward. We help companies find and develop tomorrow's talents."For more information, visit www.lemonaid.se or contact Amer Hadsvik, Product Lead, +46 70 565 36 28 or [email protected]. Or why not book a demo.

#GetL****AID

Potential vs. Personality: The Future of Hiring

In today's rapidly evolving job market, companies are constantly searching for the best talent to drive innovation and growth. But are traditional hiring methods keeping pace with these changes? Let's explore the shift from personality-based hiring to potential-based hiring and why it matters for your organization.

The limitations of personality tests

For decades, personality tests have been a go-to tool for many recruiters and HR professionals. These tests aim to categorize individuals based on their current traits and preferences, often using standardized models like the Big Five or MBTI. While these tests can provide insights into team dynamics and cultural fit, they have limitations in predicting future job performance and adaptability.

Static nature: Personality tests provide a snapshot of an individual at a specific point in time, ignoring the potential for growth and change.

Cultural bias: Many personality tests are developed within specific cultural contexts, potentially disadvantaging diverse candidates.

Limited scope: These tests often focus on general traits rather than job-specific skills and potential.

The power of Potential-Based Hiring

Enter potential-based hiring – a forward-thinking approach that focuses on a candidate's capacity for growth, learning, and adaptation. This method looks beyond current skills and personality traits to identify individuals who can thrive in future roles and adapt to changing business needs.Benefits of potential-based hiring include:Future-proofing your workforce: By hiring for potential, you're building a team that can evolve with your company's needs.

Promoting diversity and inclusion: Focusing on potential rather than fixed traits can help reduce unconscious bias in hiring.

Encouraging employee growth: This approach naturally aligns with continuous learning and development initiatives.

Improving long-term performance: Employees hired for their potential are more likely to grow into their roles and beyond.

Lemonaid: Revolutionizing talent assessment

Lemonaid is at the forefront of this shift towards potential-based hiring. Our innovative platform uses AI-powered assessments to identify candidates with the highest potential for success in specific roles and within your unique organizational context.
Let's compare Lemonaid's approach with traditional personality tests:

Making the switch to Potential-Based Hiring

Transitioning to a potential-based hiring approach doesn't mean completely abandoning personality assessments. Instead, it's about shifting your focus and using more comprehensive tools that can predict future success.Here are some steps to get started:Reassess your hiring criteria: Look beyond immediate skill matches and consider qualities like adaptability, learning agility, and growth mindset.

Implement dynamic assessments: Use tools like Lemonaid that can provide insights into a candidate's potential for growth and adaptation.

Train your hiring managers: Educate your team on the benefits of potential-based hiring and how to identify high-potential candidates.

Create growth opportunities: Align your employee development programs with a potential-focused approach to hiring.

Conclusion: Embrace the future of hiring

In a world where change is the only constant, hiring for potential is no longer just an option – it's a necessity. By focusing on candidates' future capabilities rather than just their current traits, you're not just filling a position; you're investing in your company's future.Ready to revolutionize your hiring process? Discover how Lemonaid can help you identify and nurture high-potential talent. Get started with Lemonaid today!

The Pineapple-Purple-Unicorn Effect: When Personality Tests Go Wild

Remember that time a personality test told you that you must love pineapple on pizza, even though you're allergic to pineapples? No? Well, that's exactly what happened in our viral video that's been making recruiters laugh (and maybe squirm a little) across LinkedIn.

The story behind the satire

In our video, a hilariously confident recruiter insists that a personality test knows the candidate better than they know themselves. From declaring food preferences despite allergies to proclaiming the candidate is "a purple unicorn with rainbow tendencies," the scenario might seem absurd - but is it really that far from reality?

Why it strikes a chord

Every day, candidates around the world face similar (though perhaps slightly less colorful) situations:- Being told their personality "doesn't fit" despite perfect qualifications
- Having their potential reduced to four letters and a few data points
- Watching recruiters trust personality tests more than actual human interaction
- Being boxed into categories that limit their growth potential

The real problem with personality tests in recruitment

While our video takes a humorous approach, it highlights a serious issue in modern recruitment. Traditional personality tests:- Attempt to predict complex human behavior through oversimplified categories
- Often show bias and can be easily manipulated
- Focus on who someone is today rather than who they could become
- Create artificial barriers between talented candidates and great opportunities

Beyond the Purple Unicorn: A fresh approach

At Lemonaid, we believe recruitment should focus on potential, not personality stereotypes. Instead of asking whether you prefer planning or spontaneity (or whether you like pineapple on pizza 🍕), we look at:- Growth potential
- Adaptability
- Problem-solving capabilities
- Actual skills and competencies that matter for the role

The future of recruitment

The viral success of our "Pineapple Purple Unicorn" video shows that both recruiters and candidates are ready for change. We're moving towards a future where:- Potential matters more than personality
- Growth mindset trumps fixed categories
- Real capabilities outweigh theoretical traits
- Human potential isn't limited by an algorithm

Making a change

If you've ever been told you're a "purple unicorn" (or any other mystifying personality type), know that there's a better way. And if you're a recruiter who's tired of sending those dreaded personality test emails, we should talk.
Let's make recruitment human again. No pineapples required. 🍋Ready to revolutionize your hiring process? Discover how Lemonaid can help you identify and nurture high-potential talent. Get started with Lemonaid today!

The Evolution of Recruitment: Why Traditional Methods Fall Short in Today's Job Market

The workplace is evolving at an unprecedented pace. Remote work, rapid technological change, and shifting skill requirements have transformed how we work—yet many organizations still rely on recruitment methods designed for a different era.

The challenge of modern recruitment

Today's roles are increasingly fluid and complex. A software developer might need to be a team leader, a project manager may require deep technical knowledge, and nearly everyone needs to be adaptable to constant change. Traditional recruitment methods, designed for stable, clearly-defined roles, struggle to identify candidates who can thrive in this dynamic environment.

Why traditional methods are falling behind

Traditional recruitment approaches were developed when:❌ Job roles remained relatively stable for years
❌ Skills had longer shelf-lives
❌ Career paths were more linear
❌ Work was primarily office-based
❌ Teams were less diverse and cross-functionalThese methods focus heavily on past experience and current skills, using standardized assessments and personality tests to make predictions about future performance. However, in today's rapidly evolving workplace, past performance is becoming a less reliable indicator of future success.

The modern workplace demands more

Today's organizations need:⭐ Employees who can adapt to rapid change
⭐ Team members who can work across functions
⭐ Leaders who embrace continuous learning
⭐ People who thrive in remote/hybrid environments
⭐ Individuals with strong growth potential

The Lemonaid Approach: Looking forward, not back

Rather than simply matching current skills to job requirements, Lemonaid's scientific approach evaluates a candidate's potential to grow and adapt. Our methodology considers not just who a candidate is today, but who they could become tomorrow.
This forward-looking approach helps organizations:✅ Identify candidates with high growth potential
✅ Reduce hiring bias through scientific methodology
✅ Make data-driven decisions about future performance
✅ Create better matches for long-term success
✅ Improve the overall candidate experience

Beyond traditional recruitment

The future of recruitment isn't about finding perfect matches for today's requirements—it's about identifying individuals with the potential to grow, adapt, and thrive as roles evolve. By focusing on potential rather than just experience, organizations can build teams that are ready for whatever challenges tomorrow brings.
As the workplace continues to evolve, the gap between traditional recruitment methods and actual business needs will only widen. Organizations that adapt their recruitment strategies to focus on potential and adaptability will be better positioned to build the workforce of the future.
Ready to evolve your recruitment approach? Contact us to learn more about how Lemonaid can help you identify and nurture future talent. Get started with Lemonaid today!

• by Amer Hadsvik

Why 'Stretching' your CV shows your potential

A recent LinkedIn discussion caught my attention when Amir Mofidi asked about CV embellishment. The ensuing conversation revealed something the I find fascinating about how we view personal development and potential. Let me share a perspective that might change how you think about this topic.

The hidden truth about CV "stretching"

When we talk about "stretching" our CV, we're not discussing fabrication. I don't man you should lie. We're actually revealing something profound about human potential. Think about it: When someone extends their CV beyond their current capabilities, they're not just describing who they are; they're declaring who they believe they can become.

The stretch zone is where growth happens

As I mentioned in the comments of the post, the key isn't whether someone has embellished their CV. It's understanding what that stretch says about their self-perceived potential. When we reach slightly beyond our current capabilities, we're actually:☑️ Signaling our growth direction
☑️ Showing the challenges we believe we can handle
☑️ Demonstrating our understanding of our own potential
☑️ Setting aspirations that pull us forward

The real question we should be asking

Instead of asking "How much can someone stretch their CV?" we should be asking:❓ What does this stretch tell us about their growth mindset?
❓ How well do they understand their own potential?
❓ What challenges are they ready to take on?

From CV stretching to potential assessment

This is precisely why we need to move beyond traditional CV-based recruitment. At Lemonaid, we're pioneering an approach that looks at what candidates could become, not just what they've done. We recognize that:🎯 People know their potential better than any CV can show
🚀 Growth happens when we step into challenging roles
💫 The best predictor of success isn't past experience – it's future potential

A new way forward

Instead of playing "gotcha" with CV details, what if we created recruitment processes that:⭐ Encourage honest discussions about potential
⭐ Assess capability for growth
⭐ Match candidates with roles that stretch them appropriately
⭐ Focus on development pathways rather than current snapshots

The future of recruitment

This conversation highlights why we need to revolutionize how we evaluate talent. When someone "stretches" their CV, they're not just trying to get a job – they're declaring their readiness to grow into a role. Shouldn't our recruitment processes recognize and evaluate that potential?The future of recruitment lies not in scrutinizing the past but in understanding potential. It's about seeing the person behind the CV and recognizing their capacity for growth.