The AI will see you now… why we should trust Computer Vision

On the whole, humans are generally good at identifying emotions, but this mostly happens at an unconscious level and it isn’t always a reliable tool, particularly when it may involve having to make decisions based on this interpretation. According to psychology professor, Lisa Feldman Barrett our emotions are the brain’s method of understanding the body’s raw data. But sometimes the same sensations can be interpreted differently depending on external events. For example, a queasy stomach could be interpreted as nervousness before a job interview or excitement for an upcoming holiday.

We are reactive to the world around us. For example, if a HR professional has a disagreement with a colleague or is experiencing personal issues outside the workplace, they may bring these negative emotions into interviewing a candidate for a job. This may affect our perception of a candidate and the hiring decision.

Although we can’t change these factors, we can prevent them from influencing the recruitment process to ensure it is fair, consistent and transparent. As we enter the fourth industrial revolution and are increasingly driven by new technology, AI and Computer Vision will be on hand to assist humans in making data-led decisions that are consistently accurate and free of bias; attributes which will become increasingly important in a fast moving and compliant world.

What is Computer Vision and AI?

Computer Vision acts as the eyes of an AI. This technology can visually process the world around them and they can be programmed to analyse the information it collects. For example, Computer Vision is used as part of our video analysis tool. The technology analyses each candidate’s facial expressions and micro-expressions from their video interview. Micro-expressions are facial movements that happen – even before we are consciously aware of making them. This means Computer Vision is able to detect a candidate’s true emotion at that moment, not what they may like to present to an interview panel.

This tool can be used to recruit across all industries. However, it is especially useful in customer focused or sales roles where ‘reading people’ or presenting yourself positively or empathetically is required. Computer Vision can observe how easy a person is to talk to, and how approachable they will be to customers – even under pressure.

Why should we trust machines to assess human behaviour?

Together, AI and Computer Vision are able to accurately repeat the same process over and over again. Our video analysis tool has analysed over 1.4 billion facial expressions with a 97% accuracy rate. This is an invaluable tool for humans and can be used to gain advantage particularly in dealing with scale or distance. Computer Vision doesn’t experience a post-lunchtime dip,  which is when a person feels drowsy for a few hours whilst their body digests their food.  Equally the AI doesn’t have a ‘bad day’ through fatigue which would impair their overall cognitive performance. It can process thousands of job applications and identify the top candidates, regardless of what time of day it is. This enables a recruiter to stay focused on putting their attention and expertise on the applicants that have relevant skills and abilities for the role.

As AI and Computer Vision aren’t human, they have the capacity to be completely objective (read our blog on unconscious bias in humans here). 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. 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.” As there isn’t any human involvement in the analysis process it supports a less bias hiring decision. Our Computer Vision 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.

Making fast and accurate hiring decisions for every candidate – every time

Our clients using our video analysis tool will be able to give each applicant a fair chance, regardless of how large their applicant pool is.

Each candidate records themselves answering a number of key questions that have been set by the company. Computer Vision analyses each video interview frame by frame, searching for positivity and expressiveness, both of which are measures of genuine passion. ​The tool is a hundred times faster and accurate than any human assessment. As a result, a business is able to identify top talent from their entire applicant pool.

Working with Computer Vision supports hiring decisions, HR professionals are able to draw conclusions from their own expertise when finally ‘meeting’ each candidate, but also review the Computer Vision comprehensive analysis on them alongside the other Cognisess assessments that analyse Job Fit, Culture Fit and Team Fit.  

Recently, we have studied the performance of the video analysis tool with our client, AB InBev – the world’s leading brewer. Focusing on the candidates who had successfully passed their video interview stage, we uncovered a statistically significant relationship between an internal assessor’s high rating of a candidate and a good positivity and expressiveness score. This further shows how accurate this technology can be and how it can be applied to create a fair and transparent recruitment process were any areas of unconscious bias can be corrected as a helpful correction mechanism to support HR professionals avoid bias.

Make every day a good decision day with AI

Everyone of us within a workforce will have good and bad days, it is an inherent part of being human, after all. But in this new age of technology, AI and Computer Vision will ensure those occasion bad days doesn’t turn into bad hiring and bad decision days. If you would like to find out more about how our video analysis tool or Computer Vision can transform your recruitment process, book a FREE demo today with our expert team.    

Can you confidently hire a candidate, knowing they will fit into your culture?

It is widely accepted that a strong and cohesive company culture is the key to success. Forbes reported that businesses with strong cultures had a 4x increase in revenue growth and 96% of HR leaders are now prioritising cultural fit, according to a survey by ThriveMap. Yet, just over three-quarters (77%) of companies admitted to using gut feeling when assessing candidates for roles.

“For decades the HR hiring manager was the best People Analytics capability companies had. They worked without any data backup, operated based on a gut feeling and what had come before. Gut feeling is brilliant but it is the imperfect and human equivalent of processing lots of data and coming to a conclusion. Except….if that hiring manager has a bad day it will affect who’s going to get hired.” Our Chief Scientific Officer, Dr Boris Altemeyer, reveals. Until recently there weren’t any People Analytics platforms like Cognisess Pro which could consistently, reliably and scientifically identify candidates whose values would match a company’s culture. Recruiting solely on gut feeling can be risky, with no concrete data to backup hiring decisions it can be hard to ensure which new hires would enrich the cultural fabric of an organisation – rather than dilute or disrupt it. With culture fit becoming such an important factor within HR performance, should companies be taking this gamble?

The disadvantages of hiring a poor cultural fit within a company  

  • Higher employee churn. If an employee’s values clash with the businesses culture, they may start seeking a new role elsewhere. A study by Columbia University uncovered that the likelihood of job turnover in companies with poor cultures is 48%, compared to businesses with a strong company culture (13%).
  • Reduced job performance. If an employee doesn’t feel comfortable in an organisation they won’t perform at their best. Meta analysis by Kristof-Brown found that employees who fit in with their company, coworkers and managers perform better in their job.
  • Employees are less engaged in their role. Gallup reported that 63% of employees aren’t engaged in their role. With disengaged employees costing U.S companies nearly $550 billion a year, this is a costly issue. In contrast, the meta analysis by Kristof-Brown also found that employees who relate to their company culture are satisfied in their role. Hiring people who will engage and thrive in a company culture will reduce costs long term.

How People Analytics is harnessing data to provide organisational and cultural insight

Until recently there have been limited tools for HR to match potential talent to their company’s prevailing culture and prevent an unsuitable organisational hire. Traditional testing methods, such as psychometric testing, give limited insight into whether an applicant would thrive or struggle in a company’s environment.

They also don’t factor in potentially different cultural dynamics across departments. These can be subtle, so they can be difficult to calibrate and quantify. But it is vital to identify and understand them, as an employee who thrives in one department may not necessarily fit into another. Factoring in these ‘subcultures’ will help companies make better hiring decisions.

Cognisess Pro’s Culture Fit tool is able to identify any potential cultural differences between departments, as well as the overarching company culture. For example, clients Knight Frank, the UK’s leading independent real estate consultancy, recently utilised this tool. Our People Analytics software was able to accurately distinguish the slight differences between their commercial and residential departments, such as comparing their task switching abilities, alongside analysing the dynamics their strong overall company culture.  

What is Culture Fit and how does it work?

Our Culture Fit tool is one of many specific talent assessment tools on our Cognisess Pro Platform. It is currently used by companies such as AB InBev, the world’s leading brewer, to measure and benchmark the cultural values of their organisation throughout the world. This provides internal insights that can inform HR hiring decisions as we as other organisation design tasks.  

Firstly, existing employees complete our Culture Fit survey on our platform. This allows us to map how an organisation’s cultural values are internally understood and lived. These results provide a benchmark for our science team who analyse this survey data and then build a specialised set of culture assessments for the company –  this is used during the recruitment process to assess applicants against the core values identified in the employee’s survey results. It is worth stressing that the cultural profile created for a client is bespoke to the culture of their organisation. It is not based on a generalised or standardised set of cultural norms. This assessment set is used alongside our other cognitive, emotional intelligence and personality assessments in the recruitment process – as may be relevant to particular functions or job roles. As a result of applying this tool, AB InBev was not only able to identify whether a candidate was suitable for a specific role but had a clear insight into the probability of them thriving in their unique company culture.

For more information watch our Chief Scientific Officer, Dr Boris Altemeyer, explaining the tool.

There are many disadvantages of hiring candidates who are a poor culture fit for a company. But, by using our Culture Fit tool recruiters can identify the strongest culture fits in the candidate pool. If you would like to try our Culture Fit tool book a FREE demo today.   

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Hotel Giant IHG gained a 97% positive applicant experience using predictive people analytics – Can this along with other benefits be easily achieved by other companies?

Cognisess’ Chief Scientific Officer, Dr Boris Altemeyer, explores the opportunities and challenges for businesses looking towards people analytics as a driver for HR transformation. He uses added insight from our recent case study with hotel giant IHG who recently applied AI in HR with Cognisess. 

In your opinion, what element of the IHG case study was particularly successful?

“On the second year of using Cognisess Pro for their Future Leaders fast-track recruitment programme, we used predictive analytics to screen the potential of candidates. Their cognitive and emotional intelligence scores assessed how an individual would perform in the assessment process. This avoided the need for applicants to undertake the usual case study module on day 2 of the assessment centre. This measure proved to be over 95% accurate in anticipating their rating based on assessor feedback. IHG could view the candidate’s predicted results without the applicants physically completing the required business case study. This meant IHG could eliminate the second day of the assessment centre without losing data to feed into the decision process, which resulted in a 50% reduction in assessment centre time and cost. This was a great example of doing something which was an immediate ‘quick win’.”

Why is the IHG Future Leaders programme so successful and can this success with people analytics be replicated with every company?

“First and foremost using people analytics helped IHG internally in terms of their own efficiency and effectiveness. They can now be confident about employing the right people and spend more of their valuable time with the right candidate, rather than spending that time on applicants that won’t go very far. These people may be brilliant people in their own right – but not for this particular role. This process cuts out a lot of the time wasting and guessing.

IHG was able to ‘white label’ the process using our platform, which meant everything looked and felt like IHG – allowing them to stay very true to their employer brand. This was one of the successful elements of the project. Candidates didn’t feel like they were in a third party system, as it’s all integrated. We got very good feedback from the candidates, with 97% of the applicants rating the process as positive even if they weren’t successful. The candidates feel appreciated because IHG wants to discover their potential, instead of assessing whether they can write a convincing CV – which in most cases just shows how good you are at writing CV’s.

A project isn’t going to be successful if an unsuccessful candidate has a bad experience – it should be a great experience whether they are successful or not. A bad applicant experience isn’t just a lost employee, but a lost customer. It can ultimately damage the employer’s brand.

I believe this approach can be replicated for other companies. Many of our clients use the Cognisess platform in different ways. Because businesses know their target audience well, Cognisess Pro can adjust the application process to suit the type of candidate who applies. For example, if the target applicant audience is likely to be time poor or not very tech savvy, the assessment process can be adjusted to work on their terms. This generates a positive buy-in and participation, resulting in high completion levels from the start and a positive experience for all. But a positive experience at IHG isn’t the same as AB InBev or Vauxhall, it needs to be congruent with what is expected of the brand and the nature of the role. The days of ‘one size fits all’ recruitment is over.”

It seems in order to find IHG’s ideal group of people for the Future Leaders programme they needed to find out more about their existing current cohort – how is this an unexpected bonus for companies like IHG?

“It is a very unexpected and welcome bonus. It is to do with the data agility; the application of predictive analytics, the number of different data points, the accuracy of prediction and where we build a benchmark from.

Clients are often surprised that we want to benchmark their existing people when looking for new people, which means we need to access more data from them than they would usually expect. We could take an educated guess about what ‘a good performer’ looks like in each organisation – but it’s never going to be as accurate as using actual data sets from existing teams and applying predictive analytics to those.

Additionally, that data doesn’t just need to be used solely for the benchmarking process. What some of our clients realise is they can use this information for personal development plans. They can identify that an employee could be a fantastic match for a promotion, perhaps not within their direct line of work but in another function – perhaps in sales or marketing. HR can rejig a career plan to ensure an employee makes the most out of their natural abilities. This is a real bonus for companies managing their talent pools and can be undertaken with not that much data.”

How easy was it for IHG to learn and operate Cognisess Pro?

“Our predictive analytics platform is easy to operate. Administrators can quickly understand how to use the analytics dashboard or manage user registration. We have deliberately designed the platform so administrators don’t need a statistics degree to use it.

For IHG we built some bespoke job profilers based on their current high performing employees, which allows recruiters to measure how good an applicant would be in a specific role. IHG’s administrators could easily analyse how good a candidate was compared to the 600 other applicants.

The more challenging aspect is understanding the data model that is behind Cognisess Pro. A company doesn’t need to understand this to use the platform and produce immediate results. However, once a company does start down the path of people analytics – they want to know more. We are able to provide training sessions if individuals within HR want to develop their data and analytical skills. Essentially if you really want to understand people, then understanding data is a necessary skill which HR will need to develop in the future. It also helps to have large datasets and applicant pools of IHG’s size and scale. AI and machine learning feast on bigger data sets, with more data they can make more informed and complete insights.”

How did it support decision making for IHG?

“Although IHG had a developed assessment framework prior to using Cognisess Pro, it was very time intensive. The feedback we got from IHG’s HR managers was that Cognisess Pro saved them time. Instead of taking several hours out of a busy HR director’s week to interview and individually test candidates, they were able to rely on Cognisess Pro’s video interview feature. This allows candidates to record their video interviews remotely whilst Deep LearnTM, Cognisess’ analytics engine, scores them.  

It made the overall process a lot smoother. At the end of each IHG assessment centre day, the assessors have 1 hour to decide which candidates to give offers to. After they’d decided amongst themselves, they bring the candidate’s Cognisess Pro results up on the screen. This objective data shows them how they fared throughout the whole process in terms of their video scores, personality scores, emotional wellbeing and cognitive scores. This allows the assessors to feel confident that what they saw matched the framework, the data and analytics backs them up. We never use this data to prompt assessors because we don’t want to suggest any self-fulfilling prophecy of ‘this is what the computer said – you must therefore agree.’ It works best when a person comes to their own conclusion and then looks at the data to scientifically validate their opinion.

This is incredibly important for companies like IHG to ensure they are operating in a way which is transparent, fair and objective to eliminate the likelihood of any bias creeping into their selection processes or decision making. In the future all companies may need to demonstrate their talent decisions are compliant with equal opportunities, anti-discrimination policies and law. I believe that Cognisess is well ahead of that curve and can support companies to achieve those goals today.”

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

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.

What is unconscious bias and why it should be reduced in talent recruitment?

Unconscious bias: a brief overview

Every one of us carries a degree of unconscious bias. This is informed by our personal experiences, stereotypes and cultural context. It’s the way our brains make quick judgements about people and situations without us even registering it. Ultimately these inherent biases can impact decision-making in the hiring process. For instance, during a study by PNAS, participants were invited to review a number of job applications. Despite the applications being randomly assigning a male or female name, each reviewer was more likely to conclude:

  • The male applicants were better qualified than female candidates.
  • They were inclined to hire male candidates over female applicants.
  • The male applicants were deemed more worthy of a higher starting salary than the female candidates.   
  • They were more willing to invest in developing a male candidate than a female one.

This is a prime example of unconscious bias at play. Although reviewers didn’t deliberately discount females because of their gender; their unconscious bias did. Ultimately this would impact on the hiring decision, career development and salary of the candidates. It may have even prevented the best candidates from being considered for a position.

Can bias ever be eliminated or at least reduced?

“Because we are all human, we all harbour conscious and unconscious biases. Sometimes they’re useful – like when we stubbornly always choose to stay at our favourite brand of hotel; but often they’re not. Even when we try our best to identify and minimise them, they are always there as they form an intrinsic part of being human,” revealed Cognisess CSO, Dr Boris Altemeyer: “

Although this bias is instinctive, there are methods recruiters can use to minimise the risk of affecting hiring decisions. The emergence of artificial intelligence provides an effective solution to reduce bias. According to Dr Altemeyer: “AI doesn’t have to worry about understand its own unconscious bias, because it has none.”

Cognisess Pro, our market leading AI recruitment platform, makes it optional for candidates to disclose age, gender, race or the schools they went to and that can be hidden from assessors too.  More significantly this information is never taken into account for Cognisess assessments. This is called ‘blind recruitment’ and focuses purely on the attributes and abilities that matter when hiring a candidate. This process provides decision makers with an in-depth understanding of a candidate’s suitability for the role – regardless of background. 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, CIL 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.

Why should companies strive to minimise it?   

It is a given that leading recruiters are committed to a fairer recruitment process for applicants. This is important in building a credible employer brand and reputation to compete in the talent market.  But making a conscious effort to remove bias also provides other significant benefits. “Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.”  according to a recent Mckinsey report. Adopting an approach like Cognisess Pro which can reduce or eliminate bias, will lead to the development of a more diverse workforce.  “Teams which have a more diverse composition bring so much more to the business in terms of having strength in depth to maximise opportunities like problem solving, creativity, customer empathy and innovation which can benefit a company in both the short and long term,” confirmed CSO, Dr Altemeyer.

Additionally, a recent analysis of talent attraction strategies revealed that  67% of applicants want to join a diverse team .  Focusing on this will support companies to attract more candidates and the best talent into the applicant pool.

Taking the first steps to address bias

“In the battle for talent, not every company is going to win the hearts and minds of the top 3% of graduates every year – and that thinking in itself is a form of bias”, stated Cognisess CEO Chris Butt: “Therefore companies have no other option to but too look beyond the obvious to identify talent in its many forms and how it can ably fill the skills gaps they have.”

Cognisess Pro is the most advanced People Analytics and Assessment Platform on the market today bringing AI to HR. It is helping companies create a fairer process and pinpointing the best person for the role based on ability and potential – not gender, age or race. 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.

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.  

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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 of Cognisess Pro – the most advanced People Analytics and AI Assessment Platform on the market today.

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 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 of Cognisess Pro – the most advanced People Analytics and AI Assessment Platform on the market today.