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 This is not by using outdated or biased methods like academic results, IQ tests or CVs, but with neuroscience-based games and AI.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.

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

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

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

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

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

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

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

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

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

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

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

The Future of Artificial Intelligence in the Workplace

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

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

Traditional Recruitment Methods will be Replaced

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

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

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

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

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

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

The Key to a More Productive Future Lies in People Development

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

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

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

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

Cognisess to Launch Office in Singapore After a Successful Trip

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

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

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

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

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

Chris Butt comments on his time in the country:

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

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

 

blogs news cognisess predictive people analytics

What Does a High Performing Team Look Like?

72% of all organisations Bandran Hall Group surveyed reported team performance has a positive effect on overall productivity. But what attributes produce a high performing team? Discover if your team is displaying traits of a high performing group with our guide below.

The Team is Cohesive.

Teams with a high level of cohesiveness are successful with their business ventures. Cohesiveness can be defined as the degree of every team member corporates and remains united when working towards a common goal. According to Schneider, Gruman and Coutts Applied Social Psychology: Understanding and Addressing Social and Practical Problems – high performing teams may not always agree, but their differences don’t affect the achievement of the goal.

Richard Daft and Dorothy Marcic wrote in Understanding Management  – a high performing team will respect their team members and assume the rest of the team are acting on the best intentions for the sake of the task.  They tend to focus on the task ahead of them, instead of how the individual feels about each decision. Fully committing to decisions creates a sense of shared responsibility. This increases communication, producing a higher morale, a friendlier environment and loyalty to the group.

The dedication to the tasks allows the team to feel united and happy when the team succeeds, raising an individual’s self-esteem to feed into an increase in performance. Unsure how cohesive your team is? Place your team on the path to high performance with Cognisess Team Fit.  Assess their cohesiveness and compare employee attributes. Team Fit collates the data into a user friendly graph, allowing you to observe how dynamic your team is. A strong team will have a varied skill set, for instance, if one individual’s weakness is creativity it will be another’s area of expertise.

Individuals Have a High Level of Emotional Intelligence.

According to Judith Ross in “Make Your Good Team Great,” Building Team Trust and Cohesiveness high performing teams display a high level of emotional intelligence. This is the ability to perceive and understand emotions. Each high performing team member trusts one another, has confidence in themselves and has a strong team identity.

A study by Myra Beam on Emotional Intelligence and Team Cohesiveness found emotional intelligence positively feeds into a team’s level of cohesion. Emotional Intelligence enhances decision making, regulation and self-management, which are important in teamwork. Emotional intelligence is a measurable dimension on Cognisess Pro through a variety of assessments, including the Emotion Test and Emotional Self-Appraisal. Discover how emotionally intelligent your employees are individually to be a stronger team long term.

An emotionally intelligent team practises these three key methods that organisational behaviour experts, Vanessa Druskat and Stephen Wolff, uncovered:

Allocating time to appreciate individuals skills.

Managers organise team building activities as an opportunity to appreciate everyone’s skillset. Participating in games aid discovery of individual skills on a personal level. The activity is usually organised outside their normal working hours and location.

Team members who interact away from their normal environment will have greater empathy for each other and a sense of togetherness. Teams must develop a sense of awareness of each others skills and personality. If employees are well acquainted they gain a higher level of trust with each other. Trust improves motivation and if individuals are more motivated, they are also committed to being high performers.

Discovering a method to diffuse negative emotions.

Tackling the emotional concerns of the team are essential to remain on track to success. Managers aim to establish with the team how they will express any tension, anger and frustration that can occur when working in a project –  converting it into positive energy.

Team members could participate in a weekly half an hour meeting to voice any grievances and share how they are feeling with one another. This platform allows employees to tackle issues with each other, which could have produced a negative atmosphere long term.

Celebrate their success.

A high performing team needs to have the opportunity to express positive emotions, such as admiration, to build their collective emotional intelligence. The recognition of their achievements will cement the team’s identity, showcase their effectiveness and their ambition for excellence.

A high performing team is not a rare occurrence, it is an achievable goal accomplished by  focusing on your team’s skills, cohesiveness and emotional intelligence. But you cannot start a journey if you don’t know where you’re going. Cognisess Pro is able to support a team’s development with AI analytics, kickstarting your journey to high performance. Start your journey today to a better team and a better business.

Contact us today to schedule a demo.

blogs news cognisess predictive people analytics

Here’s How to Unleash your Employee’s Full Potential

According to a Cascade HR survey, completed by 447 Human Resources professionals, 44% believe that the workforce does not have enough support to thrive. At Cognisess we strive to change this statistic one assessment at a time. To support your organisations journey to full potential we have collated a guide to nurture potential in your employees.

Discover Individual’s Strengths and Weaknesses

Maximum potential can only be unleashed if employees are aware of their abilities and their job performance. People who lack the knowledge to perform well are usually unaware of this. This behaviour leads them to make incorrect decisions, making them unaware they are stunting their potential. Justin Kruger and David Dunning uncovered this in their study titled Unskilled and Unaware of It: How Difficulties in Recognising One’s Own Incompetence Leads to Inflated Self-Assessments.

Cognisess has the tools and data for your employees to reach their potential on one platform. Cognisess Pro’s 120+ cognitive, emotional and base skills assessments will give you an understanding of your employee’s current knowledge and a projection of their future performance. The data will assist in planning your employees next step in fulfilling their potential.

See Cognisess Pro Video for more detail here.

Construct a Psychologically Safe Environment

A two-year study by Google uncovered psychological safety as a trait of a high performing team. Psychological safety refers to a person’s perception of how safe it is to make a mistake. This behaviour is also measurable with Cognisess Pro through our Lens Pro and Team Fit assessments. Our software combines each users openness to experience, emotional intelligence and agreeableness to calculate a psychological safety score.  A person who feels psychologically safe will exercise moderate risk taking, be more creative and confident in unfamiliar situations and tasks – these are all traits that can help an employee reach their full potential. Potential cannot thrive if a person is scared to make a mistake. A manager needs to react appropriately to an error to create a psychologically safe environment for their employees.

Help People to Solve their Problem  – but don’t Resolve it for them

Collaborate with employees when problems arise. Humans feel failure more strongly than success. If an employee thinks they have failed they will counterbalance this with criticism and disengagement, which is a form of workplace – learned helplessness. This will stunt the growth of employees potential. To avoid this do not blame an employee, instead be curious. Adopt a learning mindset to gather the facts of the situation, if a manager presumes they know what the team member is already thinking, they are not ready to approach the conversation. Use neutral language to present their problematic behaviour as an observation, for instance ‘Within the last month you’ve seemed distant and not as motivated to meet your targets’.

Uncover what the underlying problem is together and ask for solutions from them, this allows them to take an active role and become the answer to the problem. The process will show the team member that mistakes may occasionally happen, but they have the ability to solve them without encountering repercussions for it. This mindset eases the individual into focusing on their growth, instead of whether they will lose their job.

In order to improve your technique ask for feedback, not only to enhance your potential but to model to your employees that leaders still need to develop. This increases trust in management. Cognisess Pro’s PeopleSense survey measures a team’s trust in leadership as well as if they believe the company is helping them reach their potential. The opportunity for feedback will give managers the chance to adjust their management style accordingly. Paul Santagata, Head of Industry at Google, uses these questions to conclude a difficult conversation:

  • What worked and what didn’t work in my delivery?
  • How did it feel to hear this message?
  • How could I have presented it more effectively?

Santagata’s team regularly complete surveys on how psychologically safe they feel, with questions such as how confident are you that you won’t receive retaliation or criticism if you admit an error or make a mistake?  Amongst the many features of Cognisess Pro managers are able to send a range of default and custom surveys to their team, utilise this feature to monitor a good level of psychological safety within your team.

It is clear that the modern working environment thrives when its open and safe for employees and managers to express themselves and address shortcomings. The use of People Analytics is becoming essential to support constructive and fact/data driven conversations rather than subjective ones. By having insight and information that is supported by data, the conversation has less chance of feeling personal or critical, increasing the chance of being objective and helpful.

Unlock your team’s potential by contacting us today to schedule a free demo.

blogs news cognisess predictive people analytics

Cognisess Invited to Attend TechInnovation in Singapore

Chris Butt, Cognisess’ CEO, is attending TechInnovation 2018 from the 18th to the 19th September as part of a UK AI delegation sponsored by Innovate UK and the European Enterprise Network (EEN).

TechInnovation is a technology conference dedicated to bringing together technology providers and seekers worldwide. It forms part of Singapore Technology Week as is the biggest Technology fair in the APAC region. Techinnovation specialises in pairing technology with industry needs. Cognisess are one of eighteen UK- based companies selected to take part in by Innovate UK to represent the UK and the EEN.

Our recently announced partnership with Zhaopin, China’s leading talent solutions and recruitment company, has paved the way for Cognisess to reach out to the wider APAC region and market. At Techinnovation, Cognisess will be looking to engage with other potential strategic partners to create business opportunities for our software to be operated on a worldwide basis.

Cognisess will feature with over 160 other exhibitors from the world of AI and Innovation.  Cognisess will be demonstrating how our predictive analytics platform can benefit companies who want to predict the current and future performance of their most valuable asset; their people. Cognisess Pro is already a market leading product, with the most comprehensive set of people assessments on the HR market with over 120+ cognitive, emotional and base skills assessments. With many major enterprises seeking to understand how innovative technologies like AI can transform their business – Cognisess hopes to showcase how our solutions can enable better decision making when it comes to people and their talent.

There will be opportunities to conduct one to one meetings with potential clients and partners allowing Cognisess to showcase at a personal level how Cognisess software can transform their business. The variety of industry talks on offer like, Open Innovation: Transforming Business, Driving Growth, will continue to inspire us to develop our business and software. The Crowdsourcing and Crowdpitching events will provide Cognisess opportunities to seek collaboration or pitch software for the commercial market.

If you are attending the conference, please come and visit us at our exhibition stand. We are at the forefront of the Innovate UK Hub on stand UK01. If you are unable to attend the event but would like a free demo our software please contact: support@cognisess.com.  



blogs news cognisess predictive people analytics

3 Killer Questions for a Job Interview – and the Science behind them

Bauldville reported on the first day of a role 67% of millennials are already thinking about applying for a new job. To improve your chances of finding a great hire that is more likely to stay, use these questions and the science behind them.

Tell me about a time you made a mistake at work?

A question like this aims to understand two areas: a candidate’s resilience – whether they can overcome challenges quickly, as well as their emotional intelligence – which is how honest they are with themselves or others about their actions and feelings.

Resilience sits under the personality type ‘emotional stability’, one of the ‘Big Five’ personality factors, proposed by Costa and McCrae (1992). Emotional intelligence is measured by the ‘Emotion test’, which is taken from research by Paul Ekman. Both attributes can be measured through Cognisess’ platform using two assessments heavily substantiated by their research.

It is not about the size of the mistake they describe, but how the candidate dealt with the aftermath of it. ‘‘You won’t hear people low in emotional intelligence take much accountability for their mistakes.’ claimed Mark Murphy in Forbes.

Does the candidate accept responsibility for making a mistake? A research article ‘Who Accepts Responsibility for Their Transgressions?’ by Schumann and Dweck (2014) found that people are more likely to apologise and take responsibility for their actions if they believe they can change their behaviour. This acceptance demonstrates a ‘growth’ mindset and a willingness to change in the future. A key feature of personality traits are that they remain stable across time and context. With this in mind, the findings of this study remain generalisable to the work environment, even though the original context was romantic relationships. As such, this study demonstrates a key behavioural factor in how successful an employee will be in the workplace.

Tell me an interesting fact about yourself.

Not only will the answer demonstrate an example of their personality type, it will also give the interviewer an insight into how the individual views themself. The candidate must select what they deem to be ‘interesting’ it offers a view of how the individual will fit within the company or team culture. For example, a candidate who chooses to relay information about a recently gained skydiving qualification may be more extraverted than a candidate who has expressed their passion for classical literature. Depending on the position available and the culture of the company, one candidate may be better suited than the other. Extraversion is also one of the more commonly discussed traits from ‘The Big Five’ (Costa and McCrae, 1992).

This also may not be a question the applicant has prepared for. You will be able to observe first hand how an applicant thinks under pressure. However good a person is at hiding how they feel about a question, their true expression will display on their face for one-fifth of a second. Cognisess Video Intelligence is able to capture this to enable you to explore how the candidate is actually feeling.

Do you have any questions?

This will be able to tell you how attentive an applicant was throughout the interview, if done right it should feel like they are interviewing you.

Top candidates may display ‘reflective listening’ – a communication strategy where a candidate listens to what you have said about the role and then paraphrases parts back to you in a form of a question. Good listening skills exhibit emotional intelligence, as the applicant values what you are saying instead of thinking about what they want to say. This will be more important when recruiting for a leadership role as in one study, 44% of employees reported poor communication skills as a main obstacle when successfully leading a team.

Additionally, Cognisess’ software is able to reveal insights into candidates prior to the interview stage. It assesses them on all levels – their cognitive capacity, emotional intelligence and personality. Our algorithms then custom builds an interview guide from a database comprised of 500 questions tailored to the role you are hiring for; saving you time before the interview and allowing you to really listen to what each candidate has to offer.

To understand how to use People Analytics for more successful hiring contact us today.  

blogs news cognisess predictive people analytics

Cognisess featured in BBC technology channel

Cognisess and CEO Chris Butt featured in BBC’s Technology of Business channel which was looking at the impact of automation & machine learning on our recruitment  processes: http://www.bbc.co.uk/news/business-42905515

The article was examining whether there was a potential erosion of human values that automation and machine learning were starting to bring to such an important process and posed the question: Does an over-reliance on technology mean recruiters are losing the personal touch? CEO Chris responds to some of the important points raised in the article as matters relating to recruitment, talent and human potential are interweaving with new technological breakthroughs in AI and automation.

CEO of Cognisess, Chris Butt in one to one meeting

As a company that has been pioneering in the field of Predictive Analytics for People for over a decade, I am increasingly being asked to comment about the developments of these emerging technologies. This has especially increased over the past 6-12 months where it has suddenly started to capture the attention of many ordinary citizens who are now being exposed to technologies like Cognisess Pro – our enterprise platform that supports talent recruitment and employee performance assessments. The simple view is that this technology is here now – and it’s going to stay. It is only going to become more prevalent – not less. So in answer to the key question the BBC posed above; automation & AI technologies are an opportunity to become more personal and personalised – not less.

Perhaps another bold statement, but the reason why major companies of all sizes and from all sectors are turning to technologies like Cognisess Pro & Deep Learn(TM) is because they are simply overwhelmed by the sheer scale, speed & volume of handling people and their data within ever increasing complexities of the 21 century workplace. In this scenario of woods & trees – HR and Recruit teams are increasingly likely to fall into practices which are inherently rushed, superficial, subjective, bias or even misinformed. And who can blame them? Pressures on reducing costs and speeding up hiring and assessments of people mean that HR and Recruiters have no choice but to turn to new technologies to speed up processes and make them more accurate. But that needn’t necessarily depersonalise or dehumanise the process – quite the opposite. In fact, these technologies mean that candidates and employees can not only look forward to being handled in a way that is not only inherently fairer, more accurate and insightful – but also in a manner which is far more personalised than any HR or Recruiter would ever have the time to be.

Our job and career profiling tools can assess a candidate’s skills, personality, cognitive and emotional aptitude and ultimate fit against 1200 different job roles, a number of teams or an organisation’s entire culture. Not only that, we can produce a personal digital profile that can show you – as a candidate for a new job or promotion – exactly where you did or did excel against every other candidate. So, in this respect, a candidate would get immediate, honest and objective feedback on their fit, their potential and which were the areas that they did or did not match up to against other leading candidates.

Is it 100% accurate, 100% of the time? Perhaps not (yet). But it is certainly provides a more accurate, more immediate and more personalised set of actionable insights into how we, as people, are ultimately assessed. And that what most of us really want when putting ourselves forward for opportunities – whether they are well within our experience levels or stretching us into new opportunities. So let’s bring it on and be ever more transparent.

For more information about how Cognisess uses machine learning to help recruitment contact us at support@cognisess.com