black woman job interview

How to create a fairer recruitment process for BAME applicants

The recent Black Lives Matter movement has created an awareness of the prominent racial inequality globally. In fact, last year the Guardian reported that black Britons and those of South Asian origin faced shocking discrimination at levels unchanged since the 1960s.

Perhaps your company wants to support this movement by creating a fairer recruitment process. Currently, BAME (Black, Asian and Minority Ethnic) applicants face an uphill battle in the hiring process. Applicants from minority ethnic backgrounds have to send 80% more applications than a white British person before they get a positive response from a company; according to a study by the Centre for Social Investigation at Nuffield College, University of Oxford. Even if they progress onto an assessment centre or interview stage, black and ethnic minority candidates are 14% more likely to be rejected than white candidates. 

But why is this the case? 

Humans unconsciously process 11 million pieces of information per second. In order to manage this mass of data, our brains have had to adapt by creating ‘shortcuts’ to help us make decisions. Without this, we would be paralysed into making no decisions or just random ones. This is called cognitive bias.  Every one of us carries a degree of unconscious bias and is informed by our previous personal experiences, stereotypes and cultural context. 

Although we may not intentionally be applying bias, our brain automatically applies these ‘shortcuts’ to make decisions quickly. For example, Harvard Business School discovered employers aren’t prejudiced against women because of their gender, but because they have the perception that men perform better in certain tasks. Ultimately, these inherent biases can also impact decision-making for BAME candidates in the hiring process. 

How can you rectify this?

Unconscious bias is an inherent part of being human. Once we realise we can be prone to unconscious bias, despite our best efforts, we should be turning to AI as a helpful tool to help keep us compliant and open up the recruitment process.

Our Chief Scientific Officer, Dr Boris Altemeyer, revealed to Information Age that “AI doesn’t have to understand its own unconscious bias, because it has none.” Because AI is objective it can assist you in identifying the strongest candidates. 

Learn more about unconscious bias here. 

Solution: Blind Recruitment 

Creating a fairer recruitment process is simpler than you think with an AI-driven recruitment platform such as Cognisess Pro. Our AI can assess and objectively identify the best candidate by purely focusing on skills and abilities. By combining this with blind recruitment you will create an overall fairer process. Information such as age, gender and race is hidden from assessors and is never taken into account for Cognisess assessments. These details may unconsciously influence a hiring decision. This is called ‘blind recruitment’ and focuses purely on the attributes that matter when hiring a candidate, for instance, emotional intelligence, task switching and resilience. This process provides decision-makers with an in-depth understanding of a candidate’s suitability for the role – regardless of background.

Taking the time to craft a fairer application process may also increase the number of diverse applicants who apply. Additionally, a diverse team has a variety of benefits. For example, it can equate to a more profitable company, a McKinsey report uncovered that “Companies in the top quartile for racial and ethnic diversity are 35 per cent more likely to have financial returns above their respective national industry medians.

Cognisess Pro was recently awarded best AI product in HR by CogX. The platform is data-driven with 50 assessments to choose from measuring over 120 attributes. This range of data has been proven to assist companies like AB InBev and IHG  make better informed and fewer bias decisions about recruitment and assessments.  For example, hotel giant IHG has recently eliminated potential bias by 93.75% using Cognisess Pro, enabling a fairer and more accurate approach to talent management compared to their more traditional recruitment processes.

Although we can’t help our unconscious bias, we can use AI as a tool to help reduce these biases to strive for a fairer recruitment process. Schedule a free demo to find out more.  

Cognisess wins global award for AI in HR

We have been recognised as a global leader for Artificial Intelligence (AI) in HR by the CogX 2020 Awards. It celebrates the best emerging technologies in different sectors and industries, the CogX Awards handpicks winners from entrants from around the world. 

“We’ve experienced significant global expansion over the past year, both in terms of the number and scale of our clients, as well as the capabilities of our products. So it feels great to be recognised by the world-leading CogX awards, that especially focus on accelerating the ethical and safe adoption of AI.

AI is a rapidly evolving science with enormous potential, and our values are closely aligned with CogX when it comes to the responsible use of AI. Our goal is to democratise human capital and remove any bias from people management – helping businesses to identify, nurture and retain the best talent regardless of ethnicity, gender or social group”

Chris Butt, CEO of Cognisess

The CogX award is symbolic of the major successes and developments we have experienced over the past year:

  • A growing relationship with InterContinental Hotels – with 5,656 hotels in nearly 100 countries – where employees will use the Cognisess platform for performance and talent management.
  • The global roll out of the Cognisess recruitment platform by AB InBev, the world’s largest brewer, supporting tens of thousands of candidates to apply for roles at all levels.
  • Increased use of Yondur, a free careers and talent assessment app for job seekers, students and career movers, into new markets including Australia, Singapore and The Netherlands.
  • The translation of Cognisess assessments into 11 languages.
  • Advances in video analytics that read facial micro-expressions, irrespective of culture, to help recruiters make better informed and more accurate recruitment decisions.

The CogX Awards are judged by a panel of tech and global innovation experts from the Office of AI, University of Cambridge, PwC, Sodexo and others. Cognisess is joined on the list of this year’s winners by The Gates Foundation, King’s College, The Alan Turing Institute and the BBC.

notepad and coffee to prepare for a video interview

Advice and tools to conduct successful video interviews

The coronavirus is affecting the way we hire. Many HR recruiters are now working remotely and are reaping the benefits of video interviews. In fact, 67% of companies are now using video interviews to hire workers according to the recruitment company, Walters People. 

In this blog, we will explore how to successfully conduct a video interview and the differences between face to face and video interviews.  

How to set up a video interview

This interview may be a candidate’s first verbal interaction with your company. Here’s how to make a great first impression. 

Pick a suitable environment 

Select a room which will be quiet and free of disruptions. Once you find a place, look behind you, this is what the candidate will see during the interview, remove anything you wouldn’t want the candidate to see. 

Additionally, choose a place in the house where you have a strong internet connection. Lag, video freezes or the call dropping will disrupt the interview. 

Test your webcam and microphone

If your webcam isn’t built-in, place it on top of your screen so you’re eye level with the applicant. Most video call providers allow you to test your webcam before a call. In this mode, ensure that you can see your whole face and check if there is light obscuring it.

It’s also important to test the audio. If you wear headphones check if they have a microphone, otherwise the applicant won’t be able to hear you.

Why video interviews are different

Technical difficulties 

This study found that interviewees who have technical difficulties are often perceived poorly by the assessor. This means the best candidates may not get hired due to a bad internet signal. Instead, ask the candidates to record their answers to give everyone a fair chance and eliminate the possibility of a great answer being ruined by the call dropping.

 Lack of non-verbal communication 

Many interviewers may say they have a good gut instinct. Gut feeling is a great resource, but it is the imperfect and human equivalent of processing lots of data (such as the applicant’s body language and communication) and coming to a conclusion. However, a lot of these decision-making factors disappear in a video interview. 

Researchers at the George Washington University “analyzed 12 studies on technology and job interviews published between 2000 and 2007 and believe that the absence of body language, eye contact and rapport building in video interviews can hurt a person’s chance of landing the job.” For example, you may not be able to read someone’s body language if the screen only shows part of their face. 

This may seem problematic, but by using technology to enhance your decision making and assist you with these potential ‘blind spots’ will allow you to hire the most suitable candidates. 

The solution: Cognisess’ Video Analysis

By using our DeepLearnTM Video Analysis tool our technology will be able to detect a candidate’s true emotion, instead of what they may like to present to an interview panel.

Each candidate records themselves answering several key questions that have been set by the company. Our Computer Vision technology is then able to analyse from 27+ points on the face, searching for emotions such as positivity alongside other attributes relevant to the job frame by frame.

As Cognisess Pro isn’t human, so it has the capacity to be completely objective (read our blog on unconscious bias in humans here). As there isn’t any human involvement in the analysis process, it supports a less bias hiring decision. Our tool isn’t programmed to see race, age or gender – it is purely assessing what an applicant is non-verbally communicating. This becomes a vital tool when companies are pursuing policies of inclusion, diversity and fairness.

A sample of the emotions the tool can identify 

  • Confidence and control. When customers are interacting with your business, they want to talk to someone who is in control of a situation and confident in their abilities. You can now measure this before you hire an applicant.  
  • Positivity. An upbeat employee not only improves morale in the workplace but their positive nature will help them successfully communicate with clients. For example, if a client sees a sales executive who is sincerely positive about a product, they are more likely to buy it. 
  • Expressiveness.  Some people make everyone they talk to feel like they are being truly listened to. A high level of expression (within reason) is seen in western cultures as a sign of high levels of engagement in the subject of the conversation.
  • Resilience and grit. This allows a person to maintain the discipline and optimism to persevere, despite rejection and a lack of noticeable process over a period of time. 

As a result, HR professionals can draw conclusions from their expertise and the data presented to them. They can listen to the content of the answer (verbal communication) as well as understanding how candidates are feeling (non-verbal communication). 

Technology can help us navigate through the rapidly changing world of work. Using our video analysis tool will allow you to hire confidently and remotely. Knowing that you’ve given every candidate a fair chance, whilst finding the best fit for your company. Book a free demo today to explore how you can enhance your video interview process. 

computer in new work place

The new normal: How has the workplace changed?

All around the globe the COVID-19 pandemic has taken away lives and jobs, damaged industries and enterprises, and turned the unimaginable into the usual. A return to normal, whenever it comes, will be a different normal. What we do right now will define the future, and yet making decisions and acting with assurance has never been more challenging.

Communication is key

Be aware that what leaders think they’re communicating isn’t always being perceived the way they intend. Research shows that 74% of executives say they are currently helping their employees learn to work in new ways, yet only a third of surveyed employees said the same: a 36-point gap. Moving forward, feedback loops need to be built into all interactions with employees.

Creating a feedback loop

Sustaining communication, collaboration, capabilities and culture in a virtual operating model is now the work of HR leaders. How are they shifting to a full “work-from-home” model that keeps the workforce engaged and productive, setting up virtual agents, keeping track of essential workers in the midst of a crisis, and standing up a robust online learning platform, all while simultaneously planning for re-entry and an unknown new normal?

In response to this, we have created survey templates so you can create this feedback loop. Example templates include quality of life, coping in a new world, leadership check in and working as a team. Alongside these sets of questions, you can add your own, allowing you to ask the questions that are valuable to your organisation. 

Smarter workforce planning

This rapid change means it’s now time to plan accordingly: 

Strategy and company policies that support remote and distributed work, with specific guidelines and rules in place.

• A culture that applies the underlying principles of agility across all aspects of the business, enabled by strong digital communication methods, tools, and ways of working.

An accelerated online, personalised skills and development strategy for employees to adapt to new needs and reshaped business. This can be successfully executed on our online platform, Cognisess Pro – find out more here.  

A renewed vision of talent sourcing, and how work gets done in a remote environment where all resources are now equidistant and accessible digitally. For example, job sharing, crowd-sourcing and distributed talent sourcing

The future is here. By planning and adapting with the current climate you can ensure your employees feel supported during these are uncertain times. Our expert team can assist you with this. Contact us today to discuss how our platform can be your solution.  

woman working remotely

How to stay productive when working remotely

The coronavirus outbreak has transformed the way we work. More employees than ever are working remotely. For some, it may be another challenge to navigate alongside the outbreak. In this blog, we will explore how to stay productive outside the office environment.

Get a consistently good night’s sleep 

A good night’s sleep is key to a productive day. This study found that U.S workers who sleep less compared to the rest of the workforce have “significantly worse productivity, performance, and safety outcomes”. They also estimated a $1,967 loss in productivity for each employee from their lack of sleep. However, if you are feeling particularly stressed about the lockdown it can be hard to fall asleep. This becomes a vicious cycle of needing sleep but not sleeping, causing you to become more tired and stressed. This limits how productive you can be throughout the working day. 

Creating a bedtime routine will help you sleep better. This includes avoiding electronic devices an hour before bed to meditate or read a book instead. The NHS website also advises keeping your bedroom as a place to only sleep in,  as there is “a strong association in people’s minds between sleep and the bedroom.”. If you are working in your room, move your desk to a different space to create the ideal environment to sleep in. 

Work with the right people

Perhaps you are a manager trying to not only manage your productivity, but your team’s too. It can be hard to feel united as a team when you are not in the same room. Team composition can greatly impact on performance. A Bandran Hall Group survey reported that 72% of all organisations viewed team performance as having a positive effect on overall productivity. Cognisess Team Fit can support managers with the evaluation of their teams. For instance, if a sales manager notices one of her teams are not working well together she can use Team Fit from the comfort of her own home to diagnose the imbalance and apply an informed solution.

Team Fit is a tool to help organisations create diverse and high performing teams. Learn more about Team Fit here. If the right people are working together you can ensure that they will be productive without a manager constantly checking in on their progress. 

Based on our analysis of self-reports from employees, teams that have gone through a guided Cognisess Team Fit exercise tend to communicate in a better and more constructive way.

Take a break 

Research conducted by the Draugiem Group found the employees who where the most productive didn’t work longer hours. They took regular breaks, for every 52 minutes they spent working they took a 17-minute break. These breaks were usually taken away from the computer, for instance, taking a walk, reading a book or talking to coworkers (not about work). 

This schedule can easily be performed at home. Taking regular breaks may make you feel more relaxed and in a positive frame of mind to tackle any tricky tasks.    

Although we are in the middle of a pandemic, working remotely doesn’t need to be a challenge. By getting enough sleep, working with the right people and establishing a routine where you take regular breaks will ensure that you are reaching your full potential. If you would like to discuss how our platform and expert team can help you during this challenging time, please contact us. 

man stressed with laptop

How your stressful thoughts affect your immunity and what to do about it

Monica Durigon explores how we can combat stressful thoughts. She is a qualified nutritional therapist and member of BANT (British Association for Nutrition and Lifestyle Medicine). You can view the original post here.

I have written on the topic of immunity before. Still, I feel compelled to do it again as the current Corona Virus infection has reached pandemic proportion, and new research and data are emerging daily.

We receive constant updates on vaccines developments, the number of infections and deaths, government debates about the best strategies for containment and endless reminders of the symptoms and actions to take to prevent and cope with the virus.

We are constantly reminded that the most effective way to avoid infections is by washing our hands with soap ( often and thoroughly), avoid touching our face ( where the virus can gain access to our mucosal cavities and enter our body ) and social distancing and isolation.  This is valid and standard advice applicable to any viral and bacterial infections.

How can we support our natural immunity?

What has been mostly missing from big media is information on how we can support our natural immunity. There is no cure for this virus; however, we can influence the way our immune system responds to it and as a result, possibly alleviate its presenting symptoms and support a quicker recovery.

I would like to highlight the importance of recognising and remembering that the level of impact of this virus, is different amongst the population. Currently we know that the elderly and people with pre-existing health issues are at risk of severe health consequences. These individuals should do their best to avoid their exposure to infection by immediately considering social distancing and discuss the course of actions with their medical team. You can find more information on who is considered at higher risk here: https://www.gov.uk/government/publications/covid-19-guidance-on-social-distancing-and-for-vulnerable-people/guidance-on-social-distancing-for-everyone-in-the-uk-and-protecting-older-people-and-vulnerable-adults

The constant bombardment from the media with the statistic of infections and death, criticisms to the government interventions, stories about European isolation and discrimination, doomed opinions from experts and far too many non-experts … pointless polemics …are enough to drive a sense of worrying and anxiety even in the most relaxed and zen-minded of us.

We all understand from a logical perspective that, worrying does not change the situation…and, in this current situation, worrying is not only pointless but plainly counter-productive for our health because of its effects at the biological level.

There is a whole relative new science, psychoneuroimmunology (PNI)  which studies the complex communication between the brain and the immune system and their implications for health.

However, there has been minimal discussion about the effects that stress, fear and anxiety can have on the immune system. The psychological stress that many amongst us are experiencing at the moment induces the same release of chemicals in our body that other type of stressors would.

Negative thoughts and worries about what has happened and what might happen in the future produce a physical change in the body.  I recond that it is essential to be aware of this, to understand how this happens and to adopt behaviours which can modify these adverse biological outcomes.

In straightforward terms:

1) You worry- feel stressed, anxious, powerless, fearful …

2) In response, your brain releases the hormones CRH (corticotropin-releasing hormone), ACTH (  adrenocorticotropin hormone ) and ß-endorphin

3) These hormones travel to your adrenal glands and initiate the release of cortisol and catecholamines ( adrenaline and noradrenaline).

This “communication route”, called the HPA axis ( Hypothalamus- pituitary-adrenal axis ),  produces the “fight or flight” response.

How the cascade of hormones involved in this axis can affect the immune response

Cortisol and the catecholamines can directly suppress the actions of some immune cells, ( T lymphocytes and macrophages) which produce and release cytokines ( chemical messengers ) such as interleukin -2, interferon-Y, interleukin 12( and many more). These molecules are pro-inflammatory, and some of them pyrogenic ( which means they induce a fever) and are needed to fight viruses. Elevated levels of cortisol, noradrenaline and adrenalin, suppress the production of these pro-inflammatory cytokines and the immune responses to viruses are compromised.

What can you do to decrease your worrying thoughts and maintain a calm and rational mindset in the current situation?

To help you stay calm and rational in this current situation, consider including in your daily routines, some rituals or activities which enable your nervous system to have a break and reset. Yoga, breathing exercises and medication are effective and proven methods to recalibrate your stress response. I use an online platform called Gaia https://www.gaia.com  to practice yoga at home, and I find the following apps helpful to maintain my meditation practice: Headspace https://www.headspace.com and Insight Timer https://insighttimer.com.

A simple exercise such as deep belly breathing  for few minutes can reduce your stress response and bring you back into a parasympathetic response (the rest and digest mode of the nervous system vs the fight or flight mode).

You can use these tools whenever you need to check out of your head during the day, but I also recommend that you make them part of your day in a more structured way. Add them to your routines, perhaps the easiest way to have them to follow a well-established habit such as brushing your teeth in the am and pm. All you need is a few minutes per day to reap some benefits.

Another tool that I found extremely helpful in keeping in the zen area is a daily gratitude practice. I would recommend that in the evening you close your day by listing a few events, small gestures, acts of kindness that happened in your day. Gratitude is the mother of all good feelings, and God knows we need them now, and we need to remind our self of the kindness and beauty that is still present in our life.

What supplements can we take?

From a nutrients point of view, I found that L-theanine is a helpful supplement to relax. If taken in the evening to facilitate relaxation before going to beds, L-theanine and lemon balm combined are even more useful. L-theanine is an amino acid that is found in high concentration in green tea and can modulate inhibitory neurotransmitters, selective serotonin, and dopamine (your happy and calming hormones) to bring about anxiolytic (anxiety reducing) and calming effects. L-theanine can also improve cognition and attention, perhaps due to changes in alpha brain wave activity. Research shows that an effective dosage is between 200 to 400mg per day.

Another nutrient which might be used to decrease anxiety is magnesium. Research has demonstrated that magnesium attenuates the psychological response to stress by modulating the release of ACTH ( in the brain) and cortisol ( from the adrenal glands). It has a relaxing effect on the musculoskeletal system as well and improves cardiovascular function by reducing high blood pressure which goes hand in hand with anxiety and elevated stress.  5,6,7

You can add some powdered magnesium to a cup of well-stewed chamomile tea for even more calming and soothing feelings. Avoid magnesium oxide and magnesium sulfate formulas as they are less bioavailable. Choose a bisglycinate or mixed formula. I use a variety of magnesium supplements ( not at the same time ):  High Potency Magnesium by Viridian ( 1 x day ); MAG365, natural flavouring formula  ( 1 heaped teaspoon mixed in hot water or chamomile) or a  complete formula called MegaMag Calmeze which includes amino acids ( L glutamine, L theanine and L taurine ), vitamins B1, B2, B3, B5 and B6and vitamin C, nutrients which have been proved to help modulating the stress response. Be aware that if you have impaired kidneys function, you should not take more than 350mg of magnesium per day.

From a general nutritional perspective maintaining balanced blood sugar levels is essential for having stable moods.  Constant spikes and drops of glucose in the blood due to a diet rich in refined carbohydrates ( and perhaps also under-optimal in terms of proteins, fats and essential nutrients)  lead to irritability, cravings, dips in energy and initiate a stress response.

Adrenaline and cortisol are some of the hormones that help maintain blood sugar levels. They, along with glucagon are called “stress” or “gluco-counter-regulatory” hormones – which means they make the blood sugar rise. Elevated cortisol secretions, as previously explained, will interfere with the immune response and long term high amount of glucose in the blood leads to insulin resistance, the step which precedes the development of diabetes type 2.

I have explained in detail how to maintain a healthy blood sugar level by implementing a low glycemic diet in my previous blogs. Click here for explanations and practical advice.

Finally, I just wanted to conclude this blog by offering you a song which I find soothing and deeply relaxing for the body and the mind. I first heard it in one of my yoga classes a month ago, and it has become my regular soundtrack while I get ready to go to sleep. I hope you will enjoy it as much as I do.

“In dreams “by Jay Jagdeesh

Wishing you the best of health and vitality.

an ethical job applicant

Ethical Hiring with AI: Can it spot a lying applicant?

On paper, a candidate could be perfect for a role. They have relevant experience alongside their impressive list of qualifications. But is this candidate too good to be true? How do you know he’s telling the truth? Sometimes it’s difficult to know if you made the right hiring decision until the applicant has started in the role.   

How honest are candidates? 

A new report by Checkster titled Is Your Company Hiring Charlatans? A study of ethical standards in the hiring process has uncovered that candidates aren’t being completely honest when they apply for a job. Key findings include: 

  • 60% of candidates have claimed or are willing to claim that they have expertise in skills they have no knowledge in. 
  • 42% have lied about relevant experience.
  • Over 50% of applicants have said they worked at a company longer than they had, so they can omit an employer. 

With this in mind, how can you identify the candidates with the relevant skills and experience? In the past, you may have had to rely on your emotional intelligence to identify a lying candidate. But technology is making it easier to create an ethical hiring process.  

Stay ahead of the game

The games on our platform can measure over 120 attributes. The study has revealed that over half of candidates will lie about their abilities. However, this can be prevented by using scientifically-backed games in the application process. For instance, Adam may write in his cover letter that he is achievement-driven, but our assessments can reveal how achievement-driven he really is. You get to know a candidate before you meet them, allowing the most relevant candidates to demonstrate their skills and stand out from the less qualified. 

Using these games in the application process will also prevent candidates from actively reverse engineering their applications. For example, in our new Lens Pro assessment candidates have to choose between two equally viable options, instead of two answers where it’s obvious what the ‘correct one’ is. The process becomes about their true abilities, not the persona which they think will get them the job. This helps an employer really get to know an applicant and the true values they stand for. 

Find the right candidate for you

By creating a recruitment process that actively tests the applicants on the job’s key abilities will reveal how skilled they actually are. Our platform focuses on finding the right candidate by assessing how suitable they are for the role and company through our cognitive or personality games. 

To find out more about how we cater to job fit, book a demo with us today. 

a self-disciplined woman

Are self-disciplined people happier?

It is surprising to think that self-control could make you happier.

This groundbreaking 1998 research found that self-control is like a muscle. You can exercise this muscle by resisting that morning cup of coffee for another hour. But as the working day progresses your self-control ‘muscle’ gets tired, affecting your performance. Professionals have tried to combat this by beginning with the most challenging tasks in order to get the most out of their self-control abilities. Other high performers decrease the number of decisions they make in a day, Obama once told Vanity Fair that: 

“You’ll see I wear only grey or blue suits. I’m trying to pare down decisions. I don’t want to make decisions about what I’m eating or wearing. Because I have too many other decisions to make.” 

We’re entering an age where technology will decrease the number of decisions we make or make it easier. For instance,  AI will make processes and decision making a lot simpler by either performing our mundane tasks or advising what the best hiring decision is. Allowing us to apply self-control to the most important tasks. 

Happiness and self-discipline

This study found that self-disciplined people are happier. The research also revealed that participants who had higher self-control were better at choosing the best option when conflict arose than people with lower self-control. It’s not surprising that this ability would aid high achievers who regularly need to make the right decisions for a company. 

What do high performers have in common?

We identify and work with top performers from a variety of sectors. Although each sector has its unique attributes that ensure success there are a few traits which are universal. Our Chief Scientific Officer, Dr Boris Altemeyer, comments on this: 

“These studies are an excellent example of the assessments and consequent results that we see in graduates on Management Fast Tracks. The ability to suppress initial urges to ‘react’ and consciously prioritise and ‘ignore’ unhelpful distractions or ‘reactive urges’ is key to become highly proficient in many areas. The outstanding people we have had the great pleasure of assessing and working with tend to score high on the attribute of Response Inhibition. It will be interesting to see whether this allows them to maintain higher levels of emotional wellbeing over time as well – often critical in the roles that they are in, and generally beneficial for all of us to look after.”

Each individual has their own unique set of abilities. Within a team of people there is going to be varying levels of will power. A team can support each other in improving their self-control, for instance, only bringing in healthy snacks so no one is tempted by junk food. In general, we believe a strong team has a range of abilities. For example, an extroverted person is able to effectively engage with clients, whilst an introvert on the team can problem solve an issue they are having. 

Discover how self disciplined your teams are 

On our platform you can assess an employee’s Response Inhibition, allowing you to see if they are reaping the benefits of this attribute. However, you can save time by assessing your team as a whole with our Team Fit tool. 

Team Fit is designed to assess how well a team functions in relation to interpersonal chemistry (Social Cohesion) and diversity of thought (Cognitive Fit). The process is designed around a combination of standardised online assessment instruments and customised surveys for teams of up to 100 members. You can also view reports detailing descriptive feedback, key takeaways, general feedback and insights. Armed with this scientifically backed information, it will make managing a team slightly easier. Find out more about Team Fit here.  

There are many methods we can use to improve our self-control to optimise our day and the decisions we make. Teams may find it easier to support each other in improving this ability. Finding out what your team’s Response Inhibition or collective abilities are will allow you to optimise your decision making. Book a demo with us to try our Team Fit tool. 

Inclusive Growth book with Cognisess

Cognisess featured in Inclusive Growth

Promoting diversity and striving to be inclusive is at the forefront of most HR professional’s minds. However, it can be difficult to know where to begin. Toby Mildon’s new book, Inclusive Growth, enables you to achieve this. It provides a practical framework for your organisation to transform into a sustainable and inclusive workplace. 

The book explores the many avenues you can change, from culture to collaboration. We are also proud to feature as part of the solution to this. In the book we discuss how the platform encourages cognitive diversity in an organisation. To be successful, businesses need different types of people. Knowing if your organisation has enough leaders, problem solvers and planners allows you to hire new people to fulfil these needs.  Our data is accessible, transparent and can be anonymous in order to ensure the focus is on a candidate’s abilities, not their gender, ethnicity or age when it comes to hiring. 

Dr Boris Altemeyer, our Chief Scientific Officer comments that: 

“It is wonderful to see that Toby’s passion and knowledge can now be shared on a wider scale via this great book. Since the very beginning of our work together, it was very clear that Toby’s and our perception were very much aligned: diversity and inclusivity are not just essential, but also highly beneficial for everyone, and more often a mindset shift rather than a resource question. 

We are grateful to be part of this book. Our case study is an example of how technology can assist this mindset shift and make inclusivity and diversity of thought a seamless part of standard practices.”

Buy the book today to start your organisation’s journey to inclusivity and read more about how Cognisess can assist with this. 

HR solving puzzle of IQ vs EQ

EQ vs IQ: Why your IQ score isn’t as important

The IQ test was created in 1904. Nearly 100 years later, we’re beginning to discover how there is much more to human intelligence than IQ.  

On the whole IQ tests assess your reasoning, memory, mathematical and language skills. Contrary to popular belief, IQ only measures a specific set of cognitive abilities and is not a measure of your overall intelligence. 

 Your score can also change over time, this can be due to a number of factors such as childhood development or your environment. The National Institute of Mental Health uncovered that employees who work in complex environments will perform a lot better on the tests over time than those who are in jobs that don’t challenge them. This demonstrates that intelligence isn’t fixed and there are factors that can improve our IQ. 

EQ is more valuable than you think 

We are starting to realise our emotions can help us in the workplace. For instance, a leader who is delivering negative feedback to a sensitive employee will need to use their emotional intelligence (EQ) to understand the best approach to take. 

Generally, emotional intelligence is:

  • Self-awareness – an understanding of your own emotions and how they could affect others.
  • Self-regulation – this is the ability to think before you react to a situation and the degree you are able to control your moods and impulses.
  • Internal motivation – rather than pursuing a goal for a reward, you are motivated to achieve for personal reasons, for instance, personal development.
  • Empathy – you are able to recognise and understand other people’s motivations.
  • Social skills – you are able to build a network and manage relationships.

More and more studies are revealing how beneficial emotional intelligence is to all of us. The World Economic Forum found that 90% of top performers at work also have high emotional intelligence.

Over the next few years, we will see AI being introduced into our workplace. Although machines are more proficient in processing and understanding large amounts of data, they can’t replace human connection. Dr Boris Altemeyer, our Chief Scientific Officer, revealed that: 

“The advance of technology means we can focus on what humans are truly good at. This can fall into the area of EQ: managing emotions of others (and ourselves, of course) and taking them into account in our decision making. After all, many aspects of our economy are now about generating and selling emotional experiences, not just logical solutions. This means that – particularly in customer-facing jobs – EQ can be many times more important than just high cognitive functioning / IQ.”

Although AI may excel in abilities assessed in IQ tests, machines struggle to perform EQ attributes. Therefore, your EQ score is going to be just as important as your IQ score in order to thrive in the future workforce. 

Everyone is different. Every role is different. 

A person is so much more than their IQ score. It only measures a specific part of who they are. When you hire someone you want to understand the candidate as a whole, not just their cognitive abilities. We have created Cognisess Pro with this in mind. Our scientifically backed assessments can show you how emotionally intelligent a candidate is, alongside cognitive and personality traits that are important in a role. Every role is different, which is why we are able to assess up to 120 attributes for a job. 

Although IQ is important, we are beginning to realise that our score can change over time. EQ is just as valuable in the workplace and we are beginning to champion different types of intelligence. Let’s celebrate them together, book a free demo to get a personalised insight into recruiting the right emotional intelligence and IQ abilities for your company.