Elite Athletes and Local Businesses Test Their Talent at the Bath Sport and Business Awards

Bath is full of talented businesses and athletes making an impact in the community. Cognisess became an event partner for the Bath Business and Sport Awards to champion guests as part of their ‘Discover your Talent’ campaign. This initiative is aimed at uncovering hidden talents and harnessing a person’s potential.

Over fifty attendees from both events played Colour Switch, one of Cognisess’ scientifically backed games. This assesses their response inhibition – which is a person’s ability to stay concentrated on a task without being distracted by their surroundings. This is an important ability for both athletes and business employees. Guests could potentially boost their overall performance by improving their skill level in it.

Cognisess would like to thank the guests of the Bath Sport and Business Awards for their enthusiasm and engagement with their event stand. The guests enjoyed interacting with the product – including Emma Isaac (Bath Sport Awards Coach of the Year 2018), who tweeted that she ‘loved’ Cognisess’ game.

The participants competed to beat the scores elite athletes including: Lloyd Wallace (British Olympic freestyle skier), Adam Mann (Bath City FC player) and Kahn Fotualii  (Bath Rugby player). The top three scores from each award won some exciting prizes.

The stand attracted the attention of Olympic silver medalist Samantha Murray, the world number one wheelchair fencer Piers Gilliver and Bath Rugby players Freddie Burns and Tom Dunn.

The Cognisess’ team really enjoyed both events and would like to congratulate the winners of the awards.

 

 

3 Common Misconceptions about AI in HR

What worries people most about adopting AI in HR? Below we will tackle three misconceptions about the technology.

It will eliminate jobs

Given some of the hyperbole around AI, it is understandable that there is a common perception and fear that the robots are primed ‘to steal our jobs’. And therefore, any move an employer makes to adopt machine learning and predictive analytics may be perceived as accelerating this inevitable development.

But looking at the facts, there is a completely different story emerging. According to Gartner, the world’s leading research and advisory company: By 2020 AI will create 2.3 million jobs for workers whilst 1.8 million roles will be lost. Although there will be an upheaval in many areas of industry, the bigger view is that AI will create more jobs than it will eliminate – with many workers having the potential to acquire new and relevant skills to fit different roles. Speaking to Information Age, our Chief Scientific Officer commented that AI “will never completely replace humans. But that doesn’t mean it’s not going to change the way many of us work – and for the better.”

This year PwC found that 74% of workers worldwide are ready to learn new skills to stay employable, this suggests that the workforce can develop alongside this emerging technology. This puts the ball squarely in the court of companies who should be developing talent strategies which take into account the shift from automation of certain tasks towards the augmentation of how humans and machines can work together more efficiently.

The reality is humans will always be needed and a company can’t and won’t ever be solely run with AI. The key relationship between an HR manager and people analytics is one driven by collaboration and objectivity,  AI will not be making decisions for you – humans will still be responsible for those; but the outcomes will be better informed and more accurate.

It’s complicated to use

According to Sales Force, a customer relationship platform, 56% feel their business isn’t ready for AI as it might be too complex. Predictive analytics software is constructed to be user friendly. Cognisess Pro can operate on any device, from a phone to a desktop computer, anyone can use it anytime and anywhere. Gamification has made it simpler to assess an applicant’s personality, cognitive and emotional abilities. Businesses can benchmark talent for tany given role with 120 attributes to choose from. The platform calculates the percentage of how suitable a person is for a role based on the benchmarks a manager has set. This enhances a company’s decision on each candidate with objective evidence on each applicant’s match for the role. This method allows companies to make faster and better hiring decisions. This year AB InBev, the world’s largest brewer, was able to process and respond to a large volume of applicants within two days thanks to Cognisess Pro – previously their target was two weeks.

With the gamification approach to assessments the users are engaged fully in the job application making it enjoyable and challenging for them. This increases the likelihood of candidates completing the process and provides a positive experience  – but crucially providing companies with crucial data and insight to handpick the best talent from the widest possible pool. In recent projects with hotel giant IHG, they found 97% of candidates had a positive experience engaging with our solution.    

And although people analytics software like Cognisess Pro is sophisticated, operating it is very simple for user and HR administrator. For example, Cognisess’ offers clients a fully engaged level of support every step of the process:

  • A guided introduction to the platform through a demo.
  • Training on Cognisess Pro.
  • Running trials and pilots to engage stakeholders and users positively with the platform
  • Video tutorials and guides that can be accessed 24/7 on the platform.
  • Support building and managing the recruitment process.
  • Help for applicants completing assessments on the platform.

We understand that predictive people analytics, a type of AI, is relatively new in the world of recruiting and HR. New technology acceptance is always a challenge in any organisation, a natural resistance to change can be managed through engagement and education strategies. This simplicity can ensure you do not miss out on the benefits of people analytics, especially if your team’s strengths don’t lie in data science and analytics.

It won’t benefit my company

Every business can benefit from some aspect of AI in HR, whether that’s hiring and retaining the best talent or creating the right team or culture dynamics. Cognisess has recently helped IHG identify leadership qualities in their Future Leaders programme, and Havas Media in what innovation means in their organisational context.  

features predictive hr analytics Cognisess team fit header

Predictive people analytics is able to:

  • Save time – IHG halved the costs, resource and time traditionally expended in running recruitment assessment centre days using Cognisess Pro. It also increased the accuracy of the output whilst removing bias.
  • Save money –  on average one bad hire can cost €45,000 (£39,294) in productivity. Cognisess Pro enables you to identify not only the best talent in the applicant pool, but also the candidates who fit in your culture, thrive in the role and stay – therefore saving you a considerable amount of money in the long term.
  • Create a more diverse workforce by eliminating potential bias – humans are naturally biased, although we all do try to minimise it our bias is always present. Our AI algorithms that power our machine learning – Cognisess Deep LearnTM  – don’t take into account race, gender or age. Instead it focuses purely on a person’s cognitive ability and emotional and social capabilities to perform to any given role. This not only increases a company’s prospect of developing a truly diversified workforce, but also demonstrates a clear commitment to fairness and inclusion.

Summary

These are a few of the many immediate advantages in adopting people analytics and AI in HR. These will benefit any company regardless of the industry sector and prepare them for a revolution in the workforce. Adopting AI within HR will generate many positive and progressive changes within your company. This technology will support companies with the development of their talent pool with insight and better decision making and a user-friendly platform.  products predictive people analytics cognisess pro

Cognisess CEO and Founder, Chris Butt commented:  “We are only at the start of the journey for AI in HR, but those companies who are embracing the opportunity are already seeing considerable benefits in terms of competing for and retaining the best talent.  So, for all other companies, it’s no longer a question of if… but when.”

If you are uncertain of how to best start the journey of integrating AI into your HR processes, contact us today to schedule a demo and apply for a two-week trial of Cognisess Pro – the most advanced People Analytics and AI Assessment Platform on the market today.

 

All in the mix: AI is about augmentation, not just automation

In the latest edition of Information Age, Dr Boris Altemeyer, Cognisess’ Chief Scientific Officer, discusses how AI will enhance, rather than replace, humans. Machines will always obey – AI needs us to calibrate, supervise and manage it to survive.

At Cognisess we recognise the complexity of the relationship between AI and humans, and what enormous benefits data science and machine learning can bring to many of our human systems and processes.

“We’re behind the curve if we only think of (AI’s) application in simple, or easily automated, tasks. Because some of the best areas for AI to work are the least obvious, and the most complex.”

He also explores why predictive people analytics is a better performance indicator than a CV.

“AI doesn’t have to understand its own unconscious bias, because it has none. AI does not need diversity and inclusion training. It’s incapable of taking an instant dislike to someone, secretly wondering whether someone’s planning on starting a family, or hiring someone who’s pleasingly similar to them.”

The article was published in Information Age, who support technology leaders in managing businesses critical issues. Read the article in full here: https://www.information-age.com/ai-augmentation-automation-123475971/

Why You Shouldn’t Employ An Overqualified Worker

How many of your employees are over skilled? According to CIPD half of UK workers are in the wrong role. In this blog we will explore the realities of hiring an unsuitable worker, with statistics from CIPD’s recent report ‘over-skilled and underused’.

They aren’t challenged

It may seem like hiring an over-skilled worker would bring an advantage to your company, as it is perceived they are able to perform the role with some ease. However, because they aren’t being regularly challenged they become demotivated in the role – leading to a decrease in their level of productivity. By contrast, workers whose potential is well-matched to their role feel their job has scope to:

  • Learn new things – 45% compared to 32% of over-skilled workers.
  • Tackle complex tasks – 52% compared to 40% of over-skilled workers.
  • Carry out interesting tasks – 56% – compared to 39% of over-skilled workers.

features predictive hr analytics Cognisess team fit headerThese elements suggest a better-matched employee will be a more productive one and will be constantly challenged to improve every day. At Cognisess we strive to identify and assess the qualities a role really demands of an individual when recruiting internally or externally- from emotional intelligence to task switching abilities. Our machine learning & AI engine will identify the best candidate who will thrive and prosper in a well-matched role.

They won’t advance in the company

22% of overskilled workers have been promoted in their current workplace compared to nearly a third of well-matched employees. It is interesting that overskilled workers have the potential to excel in the role, but their growth has been stunted from the unchallenging role.  The well-matched employee has been challenged by the elements of the job overskilled workers found easy and have been promoted. CEDEFOP found that being poorly matched to a role hurt employees long-term career prospects. Our machine learning & AI engine is able to predict the current and future performance of every applicant recruited through Cognisess Pro. This allows you to discover how a person would perform in the role before they are promoted – avoiding stifled progress for the individual and the company,

They are more likely to be stressed and leave

You may imagine an overqualified worker breezing through their work and solving problems with ease – but this is not the case. People who aren’t well matched to their job are more stressed. Overqualified employees will tend to be frustrated they can’t tackle challenges outside their job description. As a result, 22% of them are more likely to quit compared to well-matched employees at 12% churn rate.

It appears over-skilling decreases with age and job tenure, with 51% of 45+ workers matched to their jobs compared to 43% of 18-24’s. Although workers are challenged as they progress in their career, Cognisess believes we can dramatically increase this statistic among companies workforces. Cognisess helps many companies such as IHG and AB InBev discover graduates who are well matched to the roles advertised and to the cultures in which they will best operate within. We also help young people, graduates and apprentices in the very early period of their careers to find the pathway that best suits their ambitions, values and skills match with Yondur

Schedule a demo and apply for a two-week free trial of Cognisess Pro to discover how our software identifies well-matched candidates for every job – every time.

 

Cognisess Hosts Elite Athletes from Bath Rugby and Bath City FC

Adam Mann, Bath City forward, and Kahn Fotuali’i, Bath Rugby scrum half take part in Cognisess’ ‘Discover your Talent’ campaign.

The campaign is aimed at supporting people of all ages and backgrounds discover their talent and potential and ultimately find the right job, career or sport to play. This is not by using outdated or biased methods like academic results, IQ tests or CVs, but with neuroscience-based games and AI.

The software platform comprehensively analyses a person’s abilities including cognitive, emotional, behaviour, career values, personality and core skills. This holistic view provides a better insight into someone’s true talent and potential.

By playing games and activities and using some of the latest brain wave technology, the athletes created performance benchmarks which anyone can be compared to. Cognisess Sport are event sponsors of this year’s Bath Sports Awards and will be showcasing their technology at the event on Nov 20th.

As part of the campaign, Adam and Kahn played 3 short cognitive games measuring task switching abilities, risk taking and response inhibition. Both athletes were fitted with a neurofeedback device (or EEG headset) as they completed the activities.

Neurofeedback is used alongside Cognisess’ software games and measures a person’s brain waves,  giving coaches greater insight into what’s happening when someone completes a task. Used by athletes across all sports, the data provides optimised performance data and supports ongoing training and development.

Whilst Adam and Kahn played the assessments the Cognisess team tracked the brain’s performance measuring ‘psychological flow state’ – essentially this is how ‘in the zone’ someone is when doing something.

All sporting professionals get nervous and something known as the yips can impact performance. This is typically if an athlete thinks too much about the technique, instead of focusing on the activity.

Measuring psychological flow state allows a player the best chance in achieving their optimal performance. This powerful tool can be strategically used to discover a sport person’s potential.

Athletes – both amateur and professional use Cognisess Sport to:

  • Map aspects of performance – including cognition, emotion, personality and skills.
  • Map their emotional wellbeing – does mood inform performance? Cognisess worked with the next generation of elite racing drivers and discovered the link between self-esteem, speed and car performance.
  • Map team fit – this allows the coach to observe whether a player would fit into a team before signing.  

Cognisess are giving guests of the Bath Sports Awards and Bath Business Awards an opportunity to play the games on the night. Guests will be able to compare their scores to Adam and Kahn’s and other sporting heroes taking part.

The top 3 places on the leaderboard will win a prize. Cognisess is excited to be showcasing the technology to a wider audience as part of the ‘Discover Your Talent’ campaign.

To learn more about Cognisess Sport request a Demo or follow us on Twitter to keep updated with us.

Three Good Reasons to Utilise AI Over Traditional Recruitment Methods

AI is on the rise. 38% of companies now use AI and 62% of companies are expected to by the end of the year. But what is the buzz about? Why are so many businesses beginning to utilise it? In this blog post, Cognisess will reveal why AI is applied over traditional recruitment methods.

It’s the less biased approach

Subjectivity and bias are unavoidable traits in humans. There are 150 types of unconscious biases in the workplace, so it’s difficult to be completely objective when hiring from a CV. Cognisess Deep Learn™, our AI algorithm, isn’t programmed to take into account gender, race or age. 69% of executives agree diversity is an important issue. Deep Learn™ focuses on the skills of each individual, creating a fairer hiring process and a more diverse workforce.

The best AI tools employ a range of data to calculate well-rounded results. Amazon’s AI CV tool only operated with one type of data, a CV. The AI was taught what a good hire looked like from their male-dominated workforce data  – from this it learnt a successful candidate would be male so began to discount females.

On Cognisess Pro it is optional to disclose age, gender and race – but it’s never taken into account for our assessments. Cognisess focuses on the attributes that matter when hiring a candidate. The platform is data-driven with over 50 assessments to choose from and over 120 attributes. This range of data enables a less biased approach compared to a traditional CV.   

It cuts time and costs

Traditionally hiring a candidate is a lengthy process, the average time to fill is 40 days in the HR sector. 67% of professionals report AI saves them time. The recruitment timescale with AI decreases, for instance, here’s how effortless it is to hire through Cognisess Pro:

  1. Setting up a job and posting it online only takes 25 minutes,
  2. It only takes 15 minutes for each candidate to complete our sophisticated assessments.
  3. When you review the applications, instead of attempting to read all the application forms in your inbox Cognisess Pro has already analysed them and calculated a percentage of how suited each person is to the role. This allows you to review the top talent for the role, without searching through a mass of applications.

It costs a company £3,000 on average to hire one person. Cognisess has saved companies £250,000 purely on assessment centres after switching from traditional methods to Cognisess Pro. It performs the menial work for you, enabling a more efficient hiring process.

It allows you to retain your employees

78% of business leaders perceive employee retention as important or urgent. While one third of new hires leave after six months. It is a notorious issue, an employee leaving can lead to customer dissatisfaction, damaging your brand image as a result.  

Traditional recruitment methods aren’t able to assess whether a candidate will fit in with your company culture – but AI can. If you know a candidate will fit in with your culture, they will more likely to remain in the role. On top of Culture Fit, Cognisess Pro is able to predict current and future performance – reducing the risk of a bad hire. If a new employee is a good fit for the role it will create a loyal and engaged relationship with the company.

Adopting AI into at least one aspect of your recruitment process will enhance it. AI doesn’t make hiring decisions for you, it is there to present its analysis for you to make a balanced hiring decision.

If you are unsure how to incorporate AI into your recruitment process, contact us today to schedule a demo and a two-week free trial of Cognisess Pro – the most advanced People Analytics and AI Assessment Platform on the market today.

 

Adopt These 3 Behaviours From Elite Athletes To Maximise Your Career Performance

From Usain Bolt to Venus Williams, professional athletes are transferring their skills into the business world. Their work ethic, determination and ability to work in a team are only some of the reasons they thrive. Stay ahead of the curve and adopt these three behaviours to achieve maximum performance.  

They believe they are the best

Muhammad Ali said “to be a great champion you must believe you are the best. If you’re not, pretend you are.” At present Cognisess has analysed the attributes of 53,974 people. Each individual is particularly strong in at least one skill, however, they may have a negative perception of their skill set if they have a low score in emotional stability – this will negatively impact their work performance. If you believe you aren’t good enough you will feel inadequate compared to your colleagues, even if your abilities are similar or greater than theirs – this will stunt your growth.

Elite athletes who win competitions don’t focus on winning, as they fully believe they are the best and are going to succeed. They don’t consider winning a race as they know they are going to win it. Transferring this into a business context, don’t perform your job to get promoted, but perform it to the best of your ability. If you approach your career with the mentality that it will be successful you will thrive in the opportunities presented to you. Since you are approaching every task to the best of your ability, employers will notice you are a high performer. The best method to get ahead is by not worrying about it, keep up the high performance. Businesses using Cognisess Pro are able to track employees progress over time by retaking assessments. This tool could be used to identify these high performers long term.

They expect failure

It takes 10,000 hours to master a skill, so its inevitable failure will appear throughout the process. Failure can keep you motivated to achieve your goals. Athletes use it to drive them to success, a study found Olympic gold medalists considered their setbacks essential to their achievements.

Cognisess knows that the fear of failure can cause you to focus your attention on not failing – stopping you pursuing success. A successful athlete doesn’t care about failing, only performing to the best ability –  if they achieve this, they are satisfied whatever the result. Freeing themselves from failure means they can fully commit to their sporting activity. Constructing a psychology safe environment for your team, whilst instructing them to perform to the best of their abilities will minimise their fear of failure. You can then track their current and future performance with Cognisess Pro, allowing you to observe what occurs when your employees don’t fear failure.

They set goals that drive them

Through Cognisess Sport we have identified athletes are emotionally intelligent. Athletes are aware of the power feelings have on performance and employ positive self-talk. Positive self-talk is replacing a negative thought such as ‘I can’t meet this deadline – it’s impossible’ with a positive such as ‘although this is a tight deadline, I have the ability to do this’.

They are also achievement driven, setting goals to allow direction and focus. A study found establishing goals reduces anxiety and lowers the chances of overworking yourself. This is equally important in the world of sport and business. There are three types of goals in sports psychology – process goals, performance goals and outcome goals.

Type of goal

Definition

How can this be applied in a business context?

Process Goal

An athlete’s training targets. For example, go to the gym five times a week.

Reading a different white paper once a week to improve your understanding of your industry.

Performance Goal

A goal that tracks an athletes progress in the sport. For instance, gaining a certain amount of muscle in the desired time frame.

Aiming to exceed your sales target by 10% every day.

Outcome Goal

The long-term plans for an athlete’s career –  such as competing in the Olympics.

Become CEO of a company.

These three types of goals inform each other. They provide the building blocks for your career to flourish from (process goal), a consistent standard to increase your expertise (performance goal) and establish what your long-term ambition is (outcome goal). The absence of one will decrease your productivity long term.

In order to push yourself to full potential, you need to adopt positive behaviours. Cognisess can support and assess an individual’s journey to becoming a high performer. The journey maybe challenging, but like an elite athlete, you must stay dedicated in pursuit of your goal.

Contact us to schedule a demo and a two-week free trial of Cognisess Pro– the most advanced People Analytics and Assessment Platform on the market today.

 

Why Amazon’s Ml / AI CV Selection Tool Developed a Bias

Our Chief Scientific Officer, Dr Boris Altemeyer, comments on why Amazon’s AI recruitment tool developed a sexist bias.

It is very interesting to see that a tech giant with, arguably, access to the absolute best talent in this area has admitted defeat. Their AI was simply automating bias, rather than removing it.

Based on our experience, it is not entirely surprising that this occurred. Relying on CV information for job fit is a limited, risky and biased approach. It is affected by factors such as language proficiency, the locus of control (how much you attribute things happening to you as being a result of your own actions), as well as education and social economic status.

Many high profile individuals rely on professional writers to fine-tune or completely ghostwrite their CVs. Therefore using mere a CV as an indicator of potential job performance relies on one – questionable – assumption: what you did in the past and are able to document coherently is indicative of what you are likely to do in a complex and changing environment.

It has been shown in research – meta-studies in particular – that CVs are not a reliable indicator of performance. Therefore, Cognisess starts at the point of which decisions are made: the brain.

The Cognisess Deep Learn framework that underlies many of our features doesn’t take the same approach as an AI CV selection tool. We are interested in learning as much as possible about a person to make a considered decision, whilst assessing their individual potential. However, personal information such as CV data is only a fraction (and actually the least part) that we are interested in.

Objective metrics such as the ability to inhibit automatic responses, paradigm-shifting, or problem solving, are not impacted by your ability to express how good you are at them. Which is why Cognisess use accessible game mechanics to measure them.

Whilst one can argue that there are gender differences between certain aspects of brain preference and function, this is far less of a concern in our complex profilers. If one were to select an employee purely based on one attribute, it wouldn’t paint a full picture of a candidate. However, when we build profilers with up to 140 separate aspects, each of which can have individual weights, target values, and thresholds, these effects arguably become insignificant.

The wealth of data that can be generated on cognition, emotion, behaviour and emotion detection in videos via AI, allows employers to take the crucial step to calibrate what ‘best’ truly looks like. In many cases, the Amazon AI recruiting tool will lead to additional scrutiny on what has caused the bias in workforce diversity including the poorly established or biased KPIs.

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

Why AI Needs To Support School Leavers Entering The Workplace

Previously, Cognisess has blogged regarding the future of AI of our workplace. This week we shift back to the present. Currently, AI has established a firm presence in the workplace – it has the capacity to troubleshoot issues the workforce will encounter in the future. Below we discuss how AI can support school leavers.

The Skills Gap

“We have observed a skills gap between students transitioning from education into the workplace. Cognisess can play a key role in identifying this gap to support students, educationalists and employers alike” Comments Chris Butt, CEO of Cognisess. The Chartered Institute of Management Accountants discovered eight out of ten British school leavers lack essential business skills, and 90% of those surveyed also reported a rise in workload from skills shortages. This issue will increase as more young people join the workforce. 90% of jobs will require digital skills by 2025, but only 40% of EU citizens will possess this skill. Businesses need to address this gap to take pressure off skilled workers and distribute the work evenly amongst employees.

Cognisess believes school leavers need to be supported better and AI technologies will unquestionably be part of any solution. Our solutions like Cognisess Learn or Cognisess Apprenticeship can identify individuals core skills, whilst supporting their transition into the workforce and discovering their best fit for an organisation’s role and culture.

Apprenticeships

Cognisess believes one way to tackle the skills gap is through apprenticeships. Managers are able to tailor their apprentice’s training to the skills they require. Apprenticeships are on the increase, a survey by CBI predicts almost half of businesses are increasing their intake of apprentices within the next 12 months. Cognisess identified this opportunity early on and created Cognisess Apprentice to aid companies in matching young people’s’ talent to their skills gaps.products predictive people analytics cognisess pro Apprentice

Cognisess Apprentice allows you to recruit apprentices, assessing their skillset prior to the apprenticeship offer. During their training it also provides a tool to monitor and support them, as a manager you can send appraisal surveys and re-assign assessments to track their improvement.

Cognisess Apprentice enables the school leaver to concretely identify their attributes, informing what they can bring to a company. A school leaver may be aware of subjects they are strong in, but won’t be familiar with their attributes – for example, like how emotionally intelligent they are. Possessing an awareness of their strengths will give them a boost in confidence – which will be beneficial in a new environment. Remaining on one platform from the recruitment stage to the end of their apprenticeship creates a continuity for school leavers and employers, which is important when integrating into a new environment.  

Could this all be solved earlier?

Ideally, this issue should be solved before young people leaves education. Cognisess Learn can help schools and colleges identify students emotional and cognitive skills. Cognisess Learn grants young people the opportunity to receive the relevant support in their skill gaps. Students also gain a better understanding of their skills, so they can outline what is required to increase their employability. Additionally, Cambridge University researchers discovered why a group of 550 children are struggling in school through AI. The algorithm measured each student’s cognitive skills including their listening, problem solving and vocabulary abilities. The results uncovered learning difficulties that were previously undiagnosed in participants. In the future, Cognisess hopes AI in schools will be seen as the norm in order to address student skill gaps well before and prior to employment.

AI will greatly assist in developing a the next generation of our skilled workforce. Young people are the future workforce, so it is essential they are equipped with the skills to operate within it. Cognisess’ software can directly support this development by re-skilling young people today for a more productive tomorrow.

Contact us to schedule a demo and a two-week free trial of Cognisess Apprentice or Learn – the most advanced People Analytics and Assessments Platform on the market today.

 

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 and a two-week free trial of Cognisess Pro – the most advanced People Analytics and Assessments Platform in the market today.