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.

 

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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.

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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.

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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.  



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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.  

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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

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Cognisess announce new Partner agreement with Australian market research firm

Cognisess are excited to announce that as from September 2017 they will be adding Lewers Research, a leading consumer research company based in Melbourne to their growing representation in Australia.

Lewers is an Australian owned, full service market research agency founded in 2005 by Lisa Lewers with an established reputation as a ‘discoverer of strategic value’ generating unique insight and analysis for branding, advertising, customer segmentation, acquisition and new product development.


Cognisess CEO Chris Butt said:
“Lewers are a great addition to the Cognisess Partner family and this comes on the back of an increasing interest from marketing orientated channel partners.  We have been recognised in the market for applying Predictive Analytics for People within the HR/Enterprise sectors – but there is growing attention from brand and consumer experts and service providers who can see the principles behind our AI technology are as valid to understanding and predicting the behaviour of customers as they are for potential and existing employee assessments. It comes from the same need to use data and insight to understand how people may perform or behave – but just in a different context”.


Cognisess Chief Scientific Officer, Dr Boris Altemeyer also commented:
“We welcome the intellectual creativity and rigour of Lewers into our platform – for example, we are already anticipating working together to innovate around understanding and spotting behavioural trends about when a customer starts to think about churning – long before a brand would ever know it’s going on. The vast costs of customers churning is something that can be mitigated and turned from a negative into an even more superior customer experience. This thinking is as applicable to the customer experience as it is to the employee one. So we look forward to engaging with Lewers on this and other innovations.”

Founder, Lisa Lewers said: “We have been doing some extensive research (as you might expect!) of the marketplace and Cognisess really stood out as having a very holistic approach to understanding People Analytics. Their platform, Cognisess Pro, covers a huge range of options to explore and discover emotional, cognitive and personality insights. Collaborating on this rich predictive analytics platform is exciting as we can go much deeper into understanding and predicting how customers really think and how they will behave in a range of different brand scenarios whilst leaving bias and subjectivity behind. I think the potential is limitless”.

For more information about partnering with Cognisess contact us at partners@cognisess.com

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Deep Learning: Changing HR Forever

Cognisess’ guest blogger Technology4JB takes a look at the opportunities emerging in the people & talent space to use the power of AI and Machine Learning. It provides an easy to understand guide for HR Professionals who are considering what the benefits of this new technology might be.

One of the latest advancements in technology is deep machine learning, which focuses on the capabilities of artificial intelligence (AI) algorithms to adapt and learn from users’ behaviours through brain-like structures called neural networks. Among the industries set to be disrupted by deep learning is human resources.

AI is now being tested out on a number of different Internet of Things connected devices. Gartner claims AI will soon be integrated into every software by 2020, which research VP Jim Hare calls “the biggest gold rush in recent years.”

Tech giant Samsung has been testing deep learning by applying it in various devices, including in ultrasound equipment and in their latest smartphones through Bixby. According to the information shared by O2, Galaxy S8’s Bixby makes things easy for users to ‘do what they want, when they want’. Samsung’s propriety mobile AI assists users in completing tasks, tells them what they’re looking at, learns routines, and remembers what users need to do. This latest development in mobile AI can help further drive the adoption of deep learning in human resources.

With the amount of data that is available in the hiring process, machine learning can unearth more efficient approaches for identifying strong candidates. Through a model that is trained based on data made from example collections, companies are able to create accurate predictions instead of following a static procedure.

There are certain ways that deep learning can assist in making the HR process more efficient such as the following:

Evaluate more candidates quickly

From a nearly endless pool of possibilities, algorithms can help HR in finding and recruiting candidates quickly and effectively. AI can accomplish the time- and labour-intensive task of searching for the right applicant, such as screening CVs or scheduling interviews. Deep learning excels at statistical analysis and pattern recognition that makes evaluating CVs of successful employees easier and helps identifying whether an applicant comes with similar traits and experience that is required for the position. Aside from automating high-volume tasks, the technology integrates seamlessly with the current recruiting process, so it doesn’t disrupt the workflow. Since time for recruitment processes are reduced, it’s less likely for a company to lose the best talent to some of their competitors that aren’t using similar processes.

Improves quality of hires

Based on the statistical figures presented by CareerBuilder about the cost of a bad hire, the study showed that 41% of companies stated a bad hire cost them in the region of £20,000, while 25% said it cost them £40,000. The report even includes the often-cited Harvard Business Review study that revealed 80% of employee turnover is due to bad hiring decisions.

With deep learning and AI present, HR employees will be able to use the data gathered to standardise an applicant’s experience, skills, and knowledge based on the requirements of the job. This enhancement in recruiting is projected to lead to happier and more productive employees, who are less likely to leave their jobs.

Enhance employee satisfaction

Since algorithms work with the idea that ‘A is equal to A,’ the technology will be able to improve employee satisfaction via regular, unbiased performance reviews. Deep learning has the ability to evaluate employee performance based on the data provided to the system and without any personal bias. It can examine past performance trends of individuals, teams, or departments as well as predict future outcomes. Research published on Digitalist Magazine discussed how AI can end bias as the technology can learn how to filter irrelevancies out of the decision-making process. It can quickly select the most suitable applicant from a pile of CVs and guide HR employees based on what it calculated objectively to be the best candidate and not based on personal prejudice. The data collected is assessed by deep learning and can give HR managers and directors insights into the next necessary steps to take to improve the performance of the employees when the software spots a potential problem.

With deep learning and AI performing many of the routine tasks quicker, it makes the whole HR process efficient and employees more productive. While it’s highly unlikely that AI will replace humans in the HR field, its comprehensive capabilities to provide data-driven solutions will undoubtedly be a huge part to the continuing evolution of the industry.

Written by guest blogger Technology4JB

For more information about Cognisess get in touch at support@cognisess.com