How Gamification can benefit your recruitment process?

Gamification is a common buzzword in HR. However, what actually is it —and more importantly— how can it help your recruitment process? 

What is gamification? 

Gamification is more than just adding a game into your application process. These scientifically-backed games are an opportunity to truly assess a candidate’s behaviour, abilities and job performance. 

 According to our Chief Scientific Officer, Dr Boris Altemeyer:

 “Gamification is great if it’s applied in the right way. But it should never come first. First of all, we need to define what we actually want to assess and then the gamification on top provides us with a new tool to generate better, clearer and truer data.”

Gamification is about understanding how people’s brains interpret information. For instance, assessing how well a person multitasks and prioritises. For years the ‘in-tray exercise’ has been a popular method of judging this. However, this task can be anxiety-provoking and competent candidates may underperform when they are fully aware that every decision they make will affect their job prospects. With gamification, we can build models that are very similar to daily tasks in a role without directly mimicking them. By engaging the candidates, they relax and forget it is a test situation. Test anxiety is common amongst applicants, and gamification can help combat this problem. We have even received feedback from past candidates surrounding this:  “This was a very unique and fun way to assess individuals. It allowed me to relax and was the first time I have ever enjoyed being assessed”. Because a candidate feels more relaxed, HR will get a lot more accurate data on their abilities. 

Candidates can’t second guess a game

Some candidates may try to reverse engineer their application. But with gamification, it’s difficult for a candidate to do this. For example, in our new Lens Pro assessment you choose between two options which are equally viable instead of two choices where it’s obvious what the ‘correct answer’ is. This helps an employer really get to know an applicant and the values they stand for. The process becomes about their true abilities, not the persona which they think will get them the job.  

Accessibility: more applicants, more talent

The games we have developed can be accessed anytime and anywhere in the world, which widens the talent pool. In the past, applicants who live in remote locations or have mobility issues wouldn’t have been able to physically attend assessment centres. Now they have an equal opportunity to showcase their abilities for a job. 

Breaking down cultural barriers 

It is also important to take into account the visual content of the games. Using shapes that have pre-existing cultural connotations may put candidates from those backgrounds at a disadvantage. For example, in a line up of shapes, they may choose the one that is perceived as lucky in their culture instead of the correct one. In our games, we use shapes that are universal and have no cultural connotations so everyone has an equal chance. 

More data in less time 

These games can also collect a large amount of data around how people make decisions and tackle problems in a short space of time. This means the application process can be much shorter. HR will be able to consider talent which may have otherwise dropped out of a longer application process, whilst using that data to enhance their decision making.

The future of recruitment? 

Gamification is a more engaging, accessible and less pressured method of collecting accurate data to get a fuller picture on a candidate. With all these benefits, why wouldn’t you use it in a recruitment process? In 2018, the global gamification market was valued at $5.5 billion. In the future, gamification may be a common part of most recruitment processes. On the surface, it may look simple but it is an expert skill. If you are interested in gamification, get in touch as we have experts who have been researching, testing and applying it extensively for years.

Book a demo with us to play our extensive library of scientifically-backed games or find out how you can use gamification in your next recruitment process. 

We’re sponsoring the Bath Digital Festival 2019!

Cognisess are excited to reveal that we are headline sponsors of the Bath Digital Festival 2019!

The Bath Digital Festival is the biggest and most inclusive technology festival in the South West. The festival aims to bring people and technology together in Bath. Now stepping into its seventh year, the Bath Digital Festival will guarantee an excellent display of technology to explore and aid your digital discovery. An event to truly explore, learn and develop your knowledge about our digital future.

As a software company that has developed its business using local talent, and benefits from a thriving digital ecosystem, we are pleased to be able to support the event and help position Bath as a place where people and companies can thrive. Our CEO, Chris Butt, commented:

“The world is becoming increasingly competitive and towns, cities and regions are under pressure to showcase their talent and potential. The Bath Digital Festival is part of demonstrating that the digital scene is real and thriving here and we are proud to be a part of it.”

Our Chief Scientific Officer, Dr Boris Altemeyer, will also be attending the festival and discussing some interesting topics in the digital world. All details will be released closer to the date.

You can find all of the Cognisess team at the Bath Digital Festival this year. Keep up-to-date with all the talks and events you can attend whilst at the Festival. You can find out more about the event and how to get involved at the Bath Digital Festival website.

Volume Recruitment in Retail: Harvest the volume, find the quality

From Christmas shopping to the rush to buy summer holiday essentials, retail is a high tempo sector regardless of the season. Hiring experienced and qualified staff is important to maintain high standards of service, but this can be challenging when there is a high turnover of staff and a high volume of applications in the talent pipeline. According to Labour Market Review, 60% of employers report that applicants lack important customer handling skills and only 11% of employers think their employees have all the necessary skills to work in their store. That increases the pressure to find the right talent as unsuitable workers who may find themselves as the face of a brand could damage a customer’s perception of the company and affect sales. But how can hiring managers guarantee they have made the right decision when involved in high volume of applicants and acute time pressures to fill vacancies quickly? The answer lies in harnessing the power of Predictive People Analytics from platforms like Cognisess.

Time is precious, recruitment is expensive

Sorting through a high volume of applications is a time consuming and costly process. On average, it takes 42 days to fill a position. In addition, Oxford Economics reveals that the average fee for replacing a departing staff member is £30,614. Costs typically includes £5,433 for logistics, such as agency fees and advertising, and wages during the time when a new employee is yet to reach optimum productivity level, believed to be an average of 28 weeks at a cost of £25,182. Therefore, reducing churn should reduce overall recruitment costs massively and in turn, these costs can be re-distributed across the business to improve business performance.

That’s why one of our clients, a popular UK furniture retailer, started to use Cognisess Pro. Since deploying Cognisess Pro, they have processed nearly 10,000 applications for multiple roles nationwide. Sorting through such a high volume of candidates had previously proved to be too time intensive for their store managers, who really wanted to focus more of their time on the customer experience, sales and optimising the performance of their current employees. By harnessing the recruitment and assessment features of Cognisess Pro, hiring managers were able to transform the application and hiring process by reducing the manual time and resources needed and in doing so generated a more accurate outcome.

Widen the talent pool – don’t narrow it.

When typically faced with the pressure of hiring in retail, managers tend to take short cuts and aim for applicants who appear (on the surface) to meet the basic job fit criteria and resemble candidates they have seen before. As such, many potentially suitable candidates can be ignored or overlooked and others who may not be suitable at all and are liable to churn are often hired. But of course with such time pressure to hire with limited time and resources, it is natural to narrow the field of opportunity rather than expand it.

Cognisess Pro is designed to take the strain of volume recruitment by accurately and scientifically filtering out at an early stage candidates who are simply not suitable based on the basic requirements of the job role. This automated process immediately relieves pressure on traditional manual sifting putting time and control back in the hands of hiring managers. In the case of our furniture retailing client, we provided a process to successfully handle the high volume of applicants by focusing on their abilities and attributes for the role within a ‘blind’ recruitment process which means the system had no visibility of race, gender or age. These characteristics may well have been unconsciously or consciously taken into account by humans previously and can be reliably avoided by using Cognisess Pro. Read more about removing bias in recruitment in our previous blog post

By using a series of Cognisess’ scientifically backed assessments to profile what good looks like amongst our client’s most successful employees, we were able to provide a benchmark and job profile. With the results, the software can automatically compare and rank every applicant’s scores against a series of cognitive, emotional and personality attributes which indicates how well-matched an applicant is to the specific job role. Not only did this give every applicant a fair chance, it also meant that the widest possible volume of applicants could be considered. Without Cognisess Pro, this opportunity would be too prohibitive in cost and resource terms.

How do you hire and keep the best candidates? 

Harnessing People Analytics through the Cognisess Pro platform is a hundred times faster and accurate than any human assessment. This includes widening the search for retail roles to attract applicants from a variety of backgrounds and experiences – many of which would be overlooked during traditional manual processes. And although some applicants may have the relevant transferable skills – others simply wouldn’t have the abilities or personality that the position requires. Cognisess Pro understands what to look for – in an instant.

However, even after hiring a candidate, it can be difficult to know you’ve hired a high quality applicant who will stay the distance in retail for the long term. Last year, Korn Ferry found that part-time retail employees have an 81% turnover rate on average, this means the retail sector is having to constantly recruiting to fill positions which is intensely resource hungry, disruptive to operations and puts pressure on delivering sales targets in such a highly dynamic customer-facing environment. Meta-data analysis by Kristof-Brown  found that employees who relate to a company’s culture are more satisfied in their role and more likely to stay. Hiring people who fit into the team they work with and the culture of the store may help them feel comfortable in their environment and more likely to perform well. 

Cognisess Pro provides additional levels of People Analytics insight in the recruitment process to complement this opportunity. Our Culture Fit tool helps recruiters understand whether an applicant will fit into their company’s culture, and our Team Fit tool rates how well an applicant’s personality traits and skills would fit the store team’s profile. This gamified set of assessments means analysis can be made at an early stage and without having to invest in time off the floor to hold individual and team fit meetings. This allows managers to identify candidates who have a natural fit to their company’s culture and to a team’s unique dynamic energy before even meeting them. This additional level of insight means you are not only selecting the best candidate for the role, you are also investing in an employee who is more likely to thrive and stay.

Be confident – find and hire the right talent

Constantly replacing retail employees is a drain on time and cost. Hiring the wrong talent for your company only exasperates that problem. By using Cognisess Pro and harnessing the power of People Analytics, managers can rely on our data-driven platform to quickly and accurately make the best people decisions every time. Find out how Cognisess Pro can expand and improve your applicant pool, book a demo with us today.

How to successfully interview thousands of applicants with Video Analysis

In the age of AI and automation, soft skills are essential. Although machines are better at processing and understanding large amounts of data, they can’t replace that human connection. Most roles have people-focused elements, whether it’s maintaining relationships with clients as an Account Manager or assisting customers as a Sales Assistant, every step is important. First impressions count. When meeting new people 55% of the impact comes from the way a person acts. This is why it is important to hire a candidate who can make a good impression when representing your company. 

33% of bosses know within the first 90 seconds of an interview whether they will hire a candidate. However, a recruiter isn’t able to see how an applicant communicates and presents themselves in a written application. This can prevent them from hiring the best talent. 

Is there a way to meet every candidate who has applied for a job? 

This may seem impossible if there are over 1,000 candidates in your Applicant Tracking System (ATS), but here at Cognisess, we have made it possible for you to interview every candidate. Our DeepLearnTM Video Analysis is able to measure: 

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

How it works 

The machine vision used by DeepLearn™ uses highly advanced algorithms that read from 27+ points on the face. It tracks the differences of the positions over time to establish a picture of the emotion that is being expressed by a person. With its automated ‘Ask Me’ and ‘Meet Me’ video assessment tool, Cognisess Pro will recognise the values and attributes you’re looking for – accurately, objectively, every time. Book a demo to find out more about this feature. 

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

The benefits of video analysis

  • Save time. Find the right applicant for you regardless of the volume of candidates. Our video analysis tool has analysed over 1.4 billion facial expressions with a 97% accuracy rate. This process can be done in a fraction of the time it would take a human to view and make a decision on each video.
  • Meet the human behind the application. The tool brings an application to life. Not only can you view a thorough assessment of a candidate’s personality and cognitive attributes but you can meet them too. 
  • Enhance decision making. Know that you have hired the right talent with the data to back up your decisions. This creates a more objective hiring process. 

Creating a fair recruitment process with our clients

This tool can be used across all industries. Companies also have the option to use the video interview tool without the DeepLearnTM analysis. In the past, clients such as hotel giant IHG, the world’s leading brewer AB InBev and special economic zone Alabuga have used it to enhance their recruitment process.  

Recently, we have studied the performance of the video analysis tool with one of our customers. Focusing on the candidates who had successfully passed their video interview, 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 the accuracy of this technology and how it can be applied to create a fair and transparent recruitment process, where any areas of unconscious bias can be corrected as a helpful mechanism to support HR professionals avoid bias. 

How our clients use DeepLearnTM Video Analysis

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, expressiveness alongside other attributes relevant to the job. ​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. 

HR professionals are able to draw conclusions from their own expertise when finally ‘meeting’ each candidate. They can also review a comprehensive analysis on them alongside the other Cognisess assessments that analyse Job Fit, Culture Fit and Team Fit. 

People are an essential part of a company. It is important to hire applicants who will represent a business in a positive manner. Using a video interview tool will help you meet each applicant in the early stages of the recruitment process. You may also use the DeepLearnTM  Video Analysis tool to detect a candidate’s true emotion at that moment, not what they may like to present to an interview panel. If you would like to find out more about our video analysis tool and how it can transform your recruitment process, book a FREE demo today with our expert team.    

How HR and People Analytics can help manage Employee Wellbeing

As employees, we all want to perform well in our jobs and be recognised for our contribution. But when working late or not speaking up when you are overloaded becomes the cultural norm, it may lead to employees experiencing damage to their wellbeing and in the worst case, burning out.

With 1 in 4 people in the UK experiencing a mental health problem this year, a Gallup study found that around two-thirds of full time employees experience occupational burnout at some stage. This issue not only affects the employees, but the wider organisation. People who experience burnouts are 63% more likely to take a sick day and 2.6 times more likely to be actively seeking a different job. And of course, if employees are constantly absent, this affect the business. In turn, this could financially impact the business due to high churn rate and funds needed for recruitment.  

By taking more responsibility for the wellbeing of their employees, businesses can create a more positive and productive work environment for their people to thrive in. Innovative technology like Predictive People Analytics is uniquely positioned to support HR to do this in an accurate and timely fashion.

Giving your employees a voice

Sometimes employees may lack the confidence to speak up in the workplace or ask for help. They may instead suffer in silence, which undoubtedly makes the problem worse. Using a platform like Cognisess Pro will allow these people to communicate how they are feeling directly to HR from the privacy of their desks, or at home. Our platform allows employees to log data regarding their mood and how many hours they slept, as well as providing a variety of emotion assessments including how hard they are on themselves in times of difficulty and pressure. These tools can provide HR with the insights needed to improve employees’ wellbeing and optimise the working environment to overcome these issues identified.

Relationships and teams are key

Relationships are key to nurturing a positive work environment; the most important working relationships employers have is with their team. Interactions happen daily making positive relationships and healthy dynamics key to a successful business. Therefore, creating an environment where team members work cohesively is important. According to Dr G. Ramesh and Dr K. Vasuki, in Addressing Employee’s Underperformance by Nurturing a Positive Work environment, one of the reasons why people under perform is due to conflict within a team and personality differences. In contrast, a meta-analysis by Kristof-Brown found that employees who fit in with their company, coworkers and managers perform better in their job. Therefore, implementing a software which understands the current team can help HR Managers to enhance the team with the addition of new candidates which align with the current culture and attributes.

In the past, creating a great team was a process of trial and error, backed up by a manager’s knowledge on each person’s unique abilities. However, a new hire can change a team’s dynamic positively or negatively and it may seem like there is no way to predict the outcome of this. Our Team Fit feature is able to eliminate this risk. Managers are more able to reveal how an individual will fit into an existing team dynamic, allowing them to maintain a conflict free environment. It collates and maps an individual’s results, like how they work and communicate, via a user-friendly graph against the attributes of others in any defined team or group. The team and individual don’t need to meet for the HR manager to understand whether a person would fit well into that team. This scientifically valid assessment not only increases resource efficiency for managers, but also prevents any loss in productivity derived from the wrong individuals working together – or worse, accelerating churn.

Creating a supportive culture for employees

It is also important that employees fit into a company’s culture. Although employees have different skill sets, workers who collectively share the same set of values may feel more united and motivated when working towards a business’s goals and objectives. Meta analysis by Kristof-Brown also found that employees who relate to their company culture are satisfied in their role.

One of Cognisess’ clients recently used our culture fit tool to ensure they recruited people who would fit into their very distinctive culture.  

Our analysis uncovered that the company’s employees demonstrated a high level of emotional intelligence. This is a useful attribute to collectively possess in regards to mental health. This ability allows them to be aware of how they are feeling and know when they need to take a break, which can prevent them from burnout. It also assists them in identifying when others are struggling, which contributes to a supportive work environment. However, it is possible to increase your emotional intelligence, encouraging your employees to do this may help them manage their wellbeing, creating an overall positive work environment.  

For more information on how we apply this feature of Cognisess Pro, our Chief Scientific Officer, Dr Boris Altemeyer explains the process on a video:

Forewarned is forearmed

Burnout and poor mental health clearly can affect people, but it also affects organisations. Using Predictive Analytics tools for your People can help your organisation operate in a more responsible and efficient business environment whilst also supporting employees to deliver optimum performance and fulfill their true potential. If you would like to find out more about Predictive Analytics for People, book a demo today.

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

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

They believe they are the best

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

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

They expect failure

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

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

They set goals that drive them

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

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

Type of goal

Definition

How can this be applied in a business context?

Process Goal

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

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

Performance Goal

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

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

Outcome Goal

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

Become CEO of a company.

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

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

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

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

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

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

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

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

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

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

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

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

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

Contact us to schedule a demo 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.