Dragon Boat Race in Aid of The Mountain Way

On a lovely Sunday in early September, the annual race of the Dragons has yet again hit the calm waters of Avon. Teams from local businesses in Bath have risen to the challenge to support charities. The event also attracted strong local support, that was entertained by the live music, a friendly competition and sunny weather.

Cognisess has triumphed and brought the Gold Dragon back to their office on Argyle Street this year. The company, founded by CEO Chris Butt, is proud and happy to help raise awareness of The Mountain Way – a charity led by Andy Shaw, the founder and veteran of the Falklands War.  

Mr. Shaw was very kind to pay a visit to the Cognisess office. He delivered a moving and inspiring speech about his experience in the field. The little-known stories of soldiers are too often being swallowed by the feelings of guilt and shame only to erupt as PTSD later. The condition has led to one veteran taking his own life every 5 days in the UK.

Mr. Shaw has developed a method of how to tackle the problem. He takes a veteran on a pilgrimage to the mountains of France. With his guidance the person in distress gently learns to let go of the past and move onto the next chapter of their lives.

Mr. Shaw commented:

“As the founder of The Mountain Way I would like to thank the good people of the city of Bath for their very positive support last Sunday, the 8th of September, for showing up and competing in an exciting Dragon Boat Race, which saw teams battling it out for supremacy. We had a wonderful day on Sunday and very much look forward to next year’s event. We hope that more teams will be able to join us in what is a fun day for all concerned.”

Charity Designability also raised £10,000 at the event.  Dragon Boats will hit the waters of Avon next year again, but the race for Cognisess and The Mountain Way are not finished yet. The aim is to raise awareness of the cause and help as many veterans as possible. Get involved and help protect those, who risk their lives protecting us!

People Analytics will change the way HR makes its decisions: but what’s driving this change?

Amongst marketing colleagues throughout any sector of business, it is inconceivable that customers would not have their fingerprints and footprints of their data analysed to the nth degree to better understand their value, buying behaviours, patterns of consumption and preferences.  CRM and other data driven disciplines like ASO, SEO, NPS are the life-blood of decision making in marketing. Sure hunches in marketing are still important – but only if they are backed up with data. So, why is it the case, that HR do not as yet apply the same rigour in better understand human potential and performance when making key hiring and appraisal decisions?

HR and People Management have always been an inherently human set of processes…. the clue is in the title. But are people necessarily the best judge of people? Traditionally HR, hiring managers and recruiters are trusted with the responsibility of using their experience to assess and select the best talent available in the market. Knowing what a ‘good hire’ looks like is part logic (reviewing CVs and experience track record) and part intuition (having a feel for whether the person will fit the organisation through interviews).  Both of these practices are fraught with inconsistencies, inaccuracies, subjectivity and even bias (unconscious or otherwise). But in fairness to the HR profession it has been very difficult, up until now, to replace the wisdom of experience with anything else.  But advances in Big Data, Cognitive NeuroScience, automation and machine learning – have heralded a new era of certainty and reliability in the form of People Analytics: the science of assessing people through data.

New Technology – New HR Solutions

Humans and AI are finally able to start working together to make better business decisions. In a recent McKinsey study, 47% of executives have embedded at least one AI capability into their business process.  However, HR remain the function which is least convinced of the benefits to their organisations in deploying AI in HR falling way behind operations, product development, service delivery and marketing and sales. Lack of coherent internal and external data sets, lack of skills to operate in an increasingly digital and data driven HR environment and lack of leadership to drive changes in traditional practices: are some of the main reasons cited for lack of uptake amongst businesses for People Analytics.

As a pioneer in bringing machine learning and People Analytics into the HR market over the past 5 years, here are a number of key benefits that Cognisess have delivered for those companies who have been early adopters for AI in HR.

Saving time – AI has an appetite for data. It is able to process applicants and identify the top candidates faster than an employee manually organising them. This means HR managers can spend more time preparing applicants for the role. Recently the world’s largest brewer, AB InBev, was able to interview their strongest candidates just 3 days after they’d sent in their application. Before employing Cognisess Pro’s people analytics, it took them 10 days. Cognisess saved them time, enabling them to hire the best talent faster.

Saving money – One bad hire can cost €45,000 (£39,294) in loss of productivity. Predictive analytics cannot foresee the future, but in can prevent unsuitable candidates from advancing through the process. It reveals not only the best talent –  but also those candidates who will fit or adapt into a specific company the culture, thrive in the role and therefore stay – thus saving companies a considerable amount of money and resource in the long term.

Increasing diversity, decreasing potential bias – Humans are naturally biased, and although we all do try to minimise it, our bias is always subconsciously present. In the past, there was no way to eliminate it from the recruitment process – predictive analytics and machine learning has completely transformed this. For instance, Cognisess Deep Learn ™ our AI engine, doesn’t take into account race, gender, age or background. Instead, it focuses purely on a person’s cognitive ability and emotional and social attributes to perform to any given role. This change allowed hotel giant, IHG, to eliminate potential bias by 93% from their recruitment process. This not only increases their prospect of developing a truly diversified workforce, but also demonstrates a clear commitment to fairness and inclusion for the employer brand.

How will it transform HR?

“Companies who adopt a predictive analytics system create a brighter future. They not only gain useful objective data on their applicants and employees, but they also gain insight about their talent pools. Managers can identify strengths and weaknesses – even uncovering hidden talents!” Comments Chris Butt, CEO of Cognisess. This approach encourages employees to develop their adaptability and skills whilst managers can better envision a person’s progression in a business by using AI to create complete picture about people and their potential.

As People Analytics become more affordable, accessible and user-friendly we will see many more companies recruit and appraise through a predictive analytics platform, whilst dialling back less reliable traditional recruitment methods. Forward thinking companies such as DFS and Knight Frank are already using our predictive analytics platform, Cognisess Pro to transform their approach. Cognisess Pro’s objective method of assessing talent works well to support and validate recruiters ‘gut instincts’ about a candidate with the data and evidence to back up why they are a good fit for the role. With Cognisess Pro, companies can constantly refine the attributes they are looking for whether it’s short term memory or emotional intelligence – or any other of 120 attributes the platform analyses.

The benefits for HR

Increased Efficiency

With 73% of applicants abandon job applications if they take longer than 15 minutes, there is clearly an art to retaining candidates until the end of an application. Cognisess Pro’s gamified assessments engage the candidate whilst gaining insights for the recruiter – 90% of applicants have a positive experience on the platform. “Our clients often see an increase in applications using our platform.” Reveals Chris Butt, CEO of Cognisess. A positive application experience also leaves candidates with a good first impression of a business.

Increased Diversity

With ethnically diverse teams outperforming non-diverse teams by 35%, it consciously pays to focusing on a person’s innate abilities and skills to identify what a balanced and diverse team fit looks like. Predictive analytics create a fairer process for all by removing subjectivity and bias. Typically recruiters are disposed to hiring the type of person they personally connect and recognise through experience or preference – rather than ability or potential.  Having a more objective approach greatly increases the chances of a building a more diverse and productive workforce.

Increased Speed to Hire

People analytics allows HR to recruit quickly cut through the volume of applicants and information to identify the best talent whilst creating a positive and fair process for every participant. Simultaneously the technology allows recruiters and managers to monitor and benchmark their existing employee talent pool to quickly spot opportunities to redeploy talent – rather than always reaching for an external solution.

Learn more about AI in HR

Cognisess is already supporting some of the world’s leading businesses to transform their approach to managing talent and potential. 

For more insight, download our recent case study with global hotel giant IHG.

How Predictive People Analytics is Transforming Recruitment

Data Driven Recruitment and Performance Management has allowed recruiters, both internal and external, to apply a scientific method to the process of defining, replicating, and predicting what ‘best looks like’.

This goes far beyond standard procedures of CV sifting and interviews – most of which are biased and neither always compliant or ever indicative of performance and potential.

In this webinar, HR practitioners as well as those interested in the application of data driven techniques to organisational design and human performance tracking will be invited to join sessions on relevant case studies, technological advances, and best practice based on successful implementations of such solutions.

Dr. Boris Altemeyer, Chief Scientific Officer at Cognisess, will share insights into the data driven solutions that have transformed the hiring and performance measurement of global companies, using online assessments, computer vision analytics, as well as KPI relations.

Topics covered in this webinar include:

  • Why you should recruit using soft skills (personality, cognition, behaviour, communication)
  • How to evaluate what ‘good looks like’
  • Creating ‘benchmarks’ for your top performing employees
  • Using technology to ensure being GDPR compliant, and why paper-based recruitment may not be
  • Video assessment & computer vision – interviews form an objective viewpoint, 24/7
  • Case studies from multi-national clients, working across the globe


The Future of Artificial Intelligence in the Workplace

“Work shouldn’t be a race between humans and machines, but a part of life that helps people recognize their full potential.” Said Klaus Schwab, the founder and executive chairman of the World Economic Forum. Similarly at Cognisess we believe the future artificial intelligence (AI) will not dominate the workplace, instead it will integrate and replace many outdated methods to create a more efficient, data-driven HR function.

Our CSO, Dr Boris Altemeyer has recently commented that “the relationship between AI and humans will be one of augmentation – not automation –  so we should be prepared to collaborate with these new technologies which will bring huge benefits to the way we make people decisions.” Below Cognisess has highlighted how AI will transform your future workplace.

Traditional Recruitment Methods will be Replaced

This is already materialising. Cognisess is collaborating with numerous brands, such as Vauxhall, to implement AI in their recruitment process. Deloitte Human Capital Trends research also found that 38% of companies are currently already using AI in their workplace.

AI is making it possible to recruit potential, basing decision making on a candidate’s capabilities instead of their credentials. Boris Altemeyer, Cognisess’ Chief Scientific Officer, told Growth Business that: “rather than asking a person to qualify whether they think they would be good at something, they can be tested to find out where they have the actual potential to be good. This opens up the use of AI to further enhance recruitment, employee performance and career learning & development. By providing an even more accurate and scientific understanding of people’s’ true talent and potential.”

According to Talent Board, 47% of applicants have no communication with employers for at least two months after handing in their application. This demonstrates how difficult it is to manage the volume of CVs companies receive. In compassion Cognisess Deep Learn, our AI analytics engine can process millions of data points in real time. This increases the number of candidates a company can process in a quicker time frame, with an increased chance of finding the right person from a wider pool of candidates. CV’s will not be able to compete long term with Deep Learn’s efficiency and data on each applicant’s cognitive performance, behaviour patterns, emotional intelligence, core skills and personality traits.

AI Will Allow Us to Focus on the More ‘Human’ Tasks

AI can process data more efficiently than humans, but there are skills we are stronger in. A Korn Ferry study found human talent is 2.33 times more valuable compared to assets like technology. “At the very core of Cognisess is a desire to realise people’s potential. People are a company’s most valuable asset and we have developed our AI software to nurture employee’s skills” Comments Chris Butt, CEO of Cognisess.

HR admin roles have a 90% chance of automation by 2035, in comparison, HR managers only display a 0.6% chance. AI is capable of handling data and performing mundane tasks, but lacks soft skills. HR Managers need to solve conflict between two employees or creatively problem solve – which AI is unable to do. At Cognisess, we have observed that our clients are able to make a more informed hiring decision when they have data on each individual. Cognisess Pro is able to identify the top candidates for the role, but ultimately it is down to the judgement of the recruiter on who they believe is the best candidate.

The Key to a More Productive Future Lies in People Development

In the future employee’s roles will involve more soft skills, dedicating less time to routine tasks like data handling and more time on adding value to the company – whether that is through their people skills, creativity or problem solving abilities. Cognisess Pro will give the workforce an opportunity to retrain their skills in preparation for this. The Deep Learn AI engine measures your skills through a series of assessments to identify an individual’s strengths and weaknesses.

As a company, we will evolve our technology according to the needs of the workplace. For instance, we identified it is difficult to achieve the right team dynamic and an incorrect employee combination can lower productivity – so we created Team Fit. If you would like to discover more about high performing teams, read last weeks blog here.

AI will have a concrete presence in our future, not to replace us, but to transform our workplace for the better. But why wait for the future? Live in the future now by signing up to Cognisess Pro. Cognisess Pro has 120+ cognitive, emotional and base skills assessments and is able to differentiate between poor skill and conditions such as dyslexia. Reap the benefits of the future today.

Contact us to schedule a demo of Cognisess Pro – the most advanced People Analytics and Assessments Platform in the market today.

Cognisess to Launch Office in Singapore After a Successful Trip

Last week Chris Butt, CEO of Cognisess, conducted a successful trip to Techinnovation in Singapore. We are an emerging company with global ambitions. The aim of the trip was to establish individual relations with partners and collaborators from around the Asia Pacific. The trip was supported by the British Government and the Department of International Trade (DIT).

Cognisess is interested in the Asian Pacific market, according to PWC it is projected to be the fourth largest economy globally by 2020. Chris Butt travelled to Singapore as it boasts the best business environment in the world (The Economist Intelligence Unit Country Forecasts Report 2018) and is the best in the region for global innovation (The Global Innovation Index 2018). These factors create the perfect conditions for our innovative product to thrive.

Singapore’s rapidly growing market is an ideal location to expand to, so our CEO travelled to the country to investigate further. Chris Butt, our CEO, comments:

“I wanted to establish an understanding of the culture, the background and the opportunities Singapore has – there is so much potential there.”

Across the two days at Techinnovation Cognisess was based at an Innovate UK Hub stand. We would like to thank Innovate UK, EUREKA and Enterprise Europe Network for their collaborative organisational effort on this. The stand gave us the opportunity to showcase our product, gaining a lot of footfall and client leads as a result of this. Our product attracted the interest of the marine, oil and gas sectors – which are big industries in Singapore. We additionally gained a number of potential partnership opportunities in recruitment, consultancy, HR and technology firms.

Chris Butt comments on his time in the country:

“I especially enjoyed being part of a delegation of fifteen UK technology companies looking to export their products into the Asia Pacific market, which was part of the DIT mission. This included visiting the British High Commission, connecting with a number of the High Commission staff and meeting Natalie Black – the Trade Commissioner for the Asia Pacific. I would like to thank DIT for organising this and the useful information we received from them – including potential partner and customer contacts.”

As a result of this trip, Cognisess will be cementing partnerships within the next few months and setting up an office in Singapore by 2019. This is part of our vision for Cognisess’ software to be operated on a global scale.


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Matching IT outliers to organisations

Dr Boris Altemeyer, CSO of Cognisess, has written an article for IT Pro Portal discussing how matching IT outliers can help organisations retain talent and make the most of its team members.

It seems ridiculous that organisations rarely place a value on their most important asset – their people. In IT this makes even less sense. Take a computer software company for example. The value of the business doesn’t lie in the bricks and mortar of the office building or the computer hardware within it. The real value lies in the team. That’s why organisations need to fully understand the skills and abilities they already possess.

We inhabit a fast-moving high-skills economy and no more so than in IT. Those with the right skills are in demand and can be hard to find. And our environment is constantly changing. A 2017 McKinsey report, Jobs Lost, Jobs Gained: Workforce Transitions in a Time of Automation, estimated that jobs related to developing and deploying new technology will grow in line with a potential for increased spending on technology between 2015 and 2030 of more than 50 percent. About half would be on information-technology services.

With this ever growing skills gap, new and expanding IT organisations must make the most of their existing employees, identifying the outliers with unearthed potential. Does your organisation have people with outlying skills or abilities? Do you know what they are? Are these skills being deployed in your organisation? Or are they hidden and under-utilised?

Potential not performance
In the past, organisations haven’t been very good at finding their hidden gems. The standard approach is to identify high-potential employees (or HIPOs as they are often called) and place them in an expensive talent development programme. But these so called high-potential programmes are badly named.

Tools such as KPIs and subjective management appraisals only assess current contribution. They do not help you to understand potential. This is particularly the case with outliers, whose talents often go unnoticed or not understood. Looking for HIPOs will not help you to find the exceptional programmer, unhappy and underperforming in a management role as it’s the only way to progress. Or the new team member brimming with up to date knowledge and great ideas but lacking the confidence to come forward. Your existing employees can often step up and comfortably meet those difficult to fill skills gaps.

I have a friend who already has a successful career as an emergency doctor under his belt. Now with a young family and desire for a change – and a better work life balance – he is working as a senior software developer. He is using his problem solving skills, ability to think outside the box and his calm systematic approach in much the same way that he did to save lives in the aftermath of a road traffic accident. He has taken his programming hobby and turned it into a new career. But what are the options if your employees don’t have an obvious hobby or talent to pursue?

Unlocking hidden talent
We now have the unprecedented opportunity to harness artificial intelligence (AI), machine learning and the power of predictive analytics to find out where hidden talent lies. Through the use of AI, millions of data points can now be processed. Something which is beyond the abilities of even the most experienced HR professional or senior manager.

We can process and analyse hiring, workforce and external performance data to provide invaluable insights around the best fit for people’s talent and potential. Not just when they are recruited, but throughout the life-cycle of their employment, allowing you to go far beyond a CV and an annual performance appraisal. And these developments are all shaped and informed by our increased understanding of cognitive neuroscience.

Another critical aspect is how you can now identify strengths which are currently under utilised. People with potential can then be employed dynamically in the right circumstances and context. This becomes particularly important when trying to build cognitively diverse teams where change or transformation are mission critical. With the lifespan of organisations now shorter than ever before, all companies need to focus on creativity and innovation in order to survive.

Measurements can assess cognitive attributes, emotional intelligence, health & wellbeing, personality, behaviour, culture and team fit, as well as other core skills and competencies. New possibilities include advanced computer vision, which can analyse micro facial expressions and process audio recordings, video and written content. It’s an accurate, consistent and fair way of getting the right people into the right roles.

Real employee engagement
We know that employees with a good job fit are happier, more productive and loyal. This is particularly worth considering when research by Gallup shows that only 30% of workers are engaged in what they do.

Despite the high pay and well publicised perks, tech industry giants such as Amazon and Google are not immune. According to Payscale’s employee turnover report, the turnover rate among Fortune 500 companies in the IT industry is the highest among all the industries surveyed.

A possible explanation is that IT and tech companies hire smart young people. People who thrive on constant change and challenge. People who are likely to get bored quickly and move on. And in the current climate there won’t be a shortage of job offers. By providing new opportunities internally you will be holding onto a valuable asset.

The benefits of keeping good people are multiple. It’s tough out there and using your existing resource will save you money and time. As well as significantly reducing organisational risk. It’s now possible to combine statistical analysis with the latest machine learning algorithms and artificial intelligence to scientifically and accurately predict current and future performance. This simultaneously creates the internal feedback loops which inform machine learning, keeping you ahead of the curve when it comes to identifying and filling your own skills gap.

By getting your people into the best roles for them, you will reduce churn and increase productivity. And by identifying the outliers in your organisation you will be tapping into an incredible (and existing) organisational resource. Are there individuals within your organisation with extraordinary abilities who could be transformative for your business? It would seem foolish not to look.

For more information about how Cognisess helps organisations retain talent and make the most out of their team members contact us at support@cognisess.com

See more from IT Pro Portal at https://www.itproportal.com/

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Roadmap 2020


Following some recent high level reports from the likes of the World Economic Forum and McKinsey Global Institute on the future of the workplace in the impending AI and Machine Learning era, Cognisess take a medium-term look at what this might mean for both employers and employees. It is certain that there will be a huge systemic transformation of the workplace and it is clear People Analytics will play a pivotal role in helping people and organisations alike in managing these transitions.

Cognisess predict that whilst these shifts will be profound and wide sweeping, these may not necessary result in the dystopic and inhuman vision of the future that many fear. Instead, we see new opportunities for a dynamic and empowered workforce empowered by access to human analytics and talent management tools which will turn the tables on today’s demand-driven employment industries.

For more information about Cognisess’ Roadmap and how we are working towards a people analytics enabled future contact us at support@cognisess.com.

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Humanising AI

 In light of recent data privacy and GDPR developments and the associated fallout, this recent article from the Guardian which quoted Cognisess raises some interesting and valid points.  We do welcome this debate and think it is very timely.

However, whilst it rightly challenges where the human value is within these new systems – it perhaps underplays the significant benefits that predictive analytics and AI can offer job seekers and employees when done right.

We have seen the introduction of AI and automated processes, working in parallel with trained professionals, bringing greater transparency and less bias than traditional HR and recruitment practices, which can often be inherently flawed, with limited accountability. And that can only be a good thing.

We have also noted this technology enabling a greater democratisation of human capital, particularly with startups and SMEs who need access to affordable and dependable tools that are currently only available at a premium price to bigger companies. It’s the smaller players who have fewer resources and need to move with greater agility, who will benefit most from this revolution. Of course, the bigger companies will benefit from managing their scale better with greater transparency but it’s the army of smaller businesses who have the greater need to work smarter, faster and take greater risks in their talent acquisition efforts.

While the games and quizzes the Guardian mentions do indeed help to indicate which candidates might or might not be the best fit for a role, they can also empower people, from students to seasoned professionals in helping them to understand exactly where their talents lie and therefore more easily find the right opportunities to fulfil their potential.

Currently we rely on hearsay as to why we might not be successful for a job role or promotion. But now you as a candidate or employee can expect an accurate and transparent account of where your skills did not match on that occasion. This is a tremendously human improvement from the current level of feedback one might expect. Over stretched Human Resource professionals will never have the time or tools to accurately feedback detail to all candidates with the same speed and accuracy as the AI will.

And rather than ‘bewildering’, these tools are designed to help identify attributes which may often be overlooked by a fatigued or distracted interviewer. It is no fault of recruiters or employers that the job market is becoming increasingly complex. The bewilderment factor is in fact more prevalent from the speed at which the demand for new skills and capabilities are emerging.

Through candidate focused platforms like our Yondur.com and others, candidates can now freely familiarise themselves with a range of assessments and job requirements, and use these supporting resources to help them with both their search and their personal development.

Undoubtedly, workforce and HR Analytics is a rapidly evolving and growing industry and increased competition is a good thing, but quality will remain as important as ever, as will delivering real value and reliability for employers and employees alike. We believe that systems like Cognisess Pro will in fact add a stronger human dimension – if for no reason other than managers will have the time and accurate information to make the best people decisions.

Over the coming weeks, we’ll be running a series of articles to highlight some of the work we’ve been doing in these areas with our advisors and clients to ensure that maximum transparency and data integrity is enshrined throughout the Cognisess platform and procedures.

For more information about how Cognisess uses AI to reduce bias for HR and recruitment practices contact us at support@cognisess.com.

Combating Bias in Recruitment: Cognisess addresses the issue in the Sunday Telegraph article

The Sunday Telegraph added their voice to the debate surrounding the introduction of automation and AI into the workforce area by publishing an article regarding the future of recruitment and how it may remove bias from the recruitment process: www.telegraph.co.uk/combating-bias-in-recruitment

The article chooses the timing of the #MeToo movement to examine the future of candidate recruitment and asks whether it is possible to remove the bias out of talent selection using AI to analyse key employment skills, capability and performance – thus potentially replacing the traditional job interview. The argument being that machines are neither aware nor interested in someone’s age, gender, looks or other points of subjectivity which humans are sub–consciously (or consciously) prone to.

The article highlights how the Cognisess platform is designed to eliminate bias at the early stage screening process as well as the final stages of recruitment. “Unlike a human being AI has no inherent bias and even if all of the data is not completely perfect, the volume it accesses – three million data points every 10 minutes per applicant in some cases – gives it a considerable advantage over humans.” Commented CSO Dr Boris Altemeyer in the article.

Cognisess Deep Learn™ is the AI engine and the intelligence behind everything at Cognisess, using machine learning and algorithms to synthesise and observe probabilities and patterns. It’s an innovative and dynamic predictive analytics tool with the ability to learn, absorb and react to multiple information streams and data sets.

Dr Altemeyer explains “Technically this system can recruit in its entirety, but we would never advocate removing people completely from the process. If you think about humans reviewing 60 or more video interviews a day and still being absolutely unbiased or as sharp as when they watched the first one that would be a tall order for anyone, so it’s about getting as much of the purist data to them, so they make the best decisions”.

There are ever increasing pressures on companies to reduce bias and speed up hiring processes meaning HR and Recruiters have no choice but to turn to new technologies to make them more accurate, transparent and fair. These technologies mean that candidates and employees can not only look forward to being handled in a way that is inherently fairer and more accurate – but also they are hoping the new technology will provide a more personalised and individual approach – far greater so than any HR or Recruiter would ever have the time to dedicate.

AI may not solve societal inequality through talent recruitment – but it will improve social mobility far more than a human recruiter will be able to. Cognisess’ mission is to deliver a more accurate, fairer set of actionable insights into how we, as people, are assessed. And ultimately, that’s all most of us really want when putting ourselves forward to be considered for career opportunities. We simply want our potential to be judged objectively as to whether the job opportunity is well within our capability levels or perhaps it’s more of a stretch into a related field.  So let’s bring it about and be ever more transparent.

For more information about how Cognisess uses AI to remove bias from talent and recruitment assessment contact us at support@cognisess.com.

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Cognisess heads to Toronto for UK accelerator business programme

Cognisess the UK-based, leading HR Analytics & Software company has been selected as one of 17 leading AI companies in the UK to form a trade delegation to Canada from 19-22 March 2018.

Following a rigorous selection process, Cognisess were identified as a key prospect to participate in Innovate UK’s Global Business Accelerator programme where leading UK AI businesses are sponsored to spend 4 days in Toronto meeting with Universities, Accelerators, R&D institutions in the AI sector as well as Venture Capitalists.

“We are grateful to Newable, Innovate UK and the Enterprise Europe Network for making this opportunity possible” commented Chris Butt, Cognisess CEO. “The timing for this programme couldn’t be better – we now have a well established customer base in the UK & Europe with strategic partners in Europe, Australia & Israel – but North America is the next big push for us. Toronto is an exciting location for technology collaboration, innovation and investment and we feel there will be scope to find the right partners who can help leverage our market leading AI platform into the US & Canadian market with scale.”

The delegation features emerging technologies such as robotics, proximity marketing, influencer marketing, VR and web censorship.

For more information about Cognisess and our leading HR Analytics software contact us at support@cognisess.com.