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Combating Bias in Recruitment: Cognisess addresses the issue in the Sunday Telegraph article

The Sunday Telegraph added their voice to the debate surrounding the introduction of automation and AI into the workforce area by publishing an article regarding the future of recruitment and how it may remove bias from the recruitment process: www.telegraph.co.uk/combating-bias-in-recruitment

The article chooses the timing of the #MeToo movement to examine the future of candidate recruitment and asks whether it is possible to remove the bias out of talent selection using AI to analyse key employment skills, capability and performance – thus potentially replacing the traditional job interview. The argument being that machines are neither aware nor interested in someone’s age, gender, looks or other points of subjectivity which humans are sub–consciously (or consciously) prone to.

The article highlights how the Cognisess platform is designed to eliminate bias at the early stage screening process as well as the final stages of recruitment. “Unlike a human being AI has no inherent bias and even if all of the data is not completely perfect, the volume it accesses – three million data points every 10 minutes per applicant in some cases – gives it a considerable advantage over humans.” Commented CSO Dr Boris Altemeyer in the article.

Cognisess Deep Learn™ is the AI engine and the intelligence behind everything at Cognisess, using machine learning and algorithms to synthesise and observe probabilities and patterns. It’s an innovative and dynamic predictive analytics tool with the ability to learn, absorb and react to multiple information streams and data sets.

Dr Altemeyer explains “Technically this system can recruit in its entirety, but we would never advocate removing people completely from the process. If you think about humans reviewing 60 or more video interviews a day and still being absolutely unbiased or as sharp as when they watched the first one that would be a tall order for anyone, so it’s about getting as much of the purist data to them, so they make the best decisions”.

There are ever increasing pressures on companies to reduce bias and speed up hiring processes meaning HR and Recruiters have no choice but to turn to new technologies to make them more accurate, transparent and fair. These technologies mean that candidates and employees can not only look forward to being handled in a way that is inherently fairer and more accurate – but also they are hoping the new technology will provide a more personalised and individual approach – far greater so than any HR or Recruiter would ever have the time to dedicate.

AI may not solve societal inequality through talent recruitment – but it will improve social mobility far more than a human recruiter will be able to. Cognisess’ mission is to deliver a more accurate, fairer set of actionable insights into how we, as people, are assessed. And ultimately, that’s all most of us really want when putting ourselves forward to be considered for career opportunities. We simply want our potential to be judged objectively as to whether the job opportunity is well within our capability levels or perhaps it’s more of a stretch into a related field.  So let’s bring it about and be ever more transparent.

For more information about how Cognisess uses AI to remove bias from talent and recruitment assessment contact us at support@cognisess.com.

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Cognisess heads to Toronto for UK accelerator business programme

Cognisess the UK-based, leading HR Analytics & Software company has been selected as one of 17 leading AI companies in the UK to form a trade delegation to Canada from 19-22 March 2018.

Following a rigorous selection process, Cognisess were identified as a key prospect to participate in Innovate UK’s Global Business Accelerator programme where leading UK AI businesses are sponsored to spend 4 days in Toronto meeting with Universities, Accelerators, R&D institutions in the AI sector as well as Venture Capitalists.

“We are grateful to Newable, Innovate UK and the Enterprise Europe Network for making this opportunity possible” commented Chris Butt, Cognisess CEO. “The timing for this programme couldn’t be better – we now have a well established customer base in the UK & Europe with strategic partners in Europe, Australia & Israel – but North America is the next big push for us. Toronto is an exciting location for technology collaboration, innovation and investment and we feel there will be scope to find the right partners who can help leverage our market leading AI platform into the US & Canadian market with scale.”

The delegation features emerging technologies such as robotics, proximity marketing, influencer marketing, VR and web censorship.

For more information about Cognisess and our leading HR Analytics software contact us at support@cognisess.com.

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Cognisess Pro is now available on Microsoft AppSource

Cognisess, the Bath based software company announced that their flagship enterprise product Cognisess Pro –  the Predictive Analytics Platform for People –  is now publicly available on the Microsoft AppSource.

AppSource is the business app marketplace created by the computer giant, Microsoft, and is rapidly becoming the go-to-destination globally forenterprise scale business customers featuring over 200 SaaS (software as a solution) products which can help customers’ businesses to perform, compete and operate more efficiently.

As an Independent Solution Vendor (ISV) Cognisess are now able to market their SaaS offering to the entire international Microsoft ecosystem which is used by potential end clients and third party partners worldwide.

“This takes our relationship with Microsoft to another level” commented Cognisess CEO, Chris Butt. “In four years we have graduated from the Microsoft Accelerator Programme with a fledging offer in the HR Analytics market to becoming a fully integrated enterprise SaaS offering for the global market. It is both a testament to our team in driving our ambition to be a significant brand in the HR Analytics market and to the level of maturity of the market that Microsoft are keen to add Cognisess to their suite of products covering Workforce & People Analytics.”

Cognisess Chief Technology Officer, Tree outlined the significance of this latest development for Cognisess: “Microsoft run a rigorous process of vetting your product before it is accepted into their ecosystem as you might expect. Your quality and compatibility need to be approved by Microsoft before you can be considered as a product capable of integrating with their major enterprise platforms like Microsoft Office 365, Azure and ultimately with Dynamics and Power BI. So it’s a big boost for our technical and engineering reputation to be accepted at this level. It doesn’t get any higher in business terms”.

“We are looking forward to putting our best efforts forward to really capitalise on this new level of access to global partners and clients. It is exactly the kind of strategic boost that the business needs to elevate the brand and its profile globally.” Said Chris Butt.

 

 

Sign up for Cognisess Pro via Microsoft appsource here: Cognisess Pro on AppSource

For more information about Cognisess and the solutions we can offer please contact support@cognisess.com

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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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CSO of Cognisess presents Deep Learn at Cognition X Round Table

Dr Boris Altemeyer, CSO of Cognisess, joined the panel at Cognition X’s Round Table event at the Wayra Accelerator in London.

The agenda explored the Impact of AI on HR and Recruitment with 50 leading HR professionals attending from across different industry sectors. Cognisess, a leader in predictive people analytics, presented its Deep Learn vision and capability and how the company is delivering AI solutions across the HR and Workforce Analytics market. Cognisess discussed the real and practical opportunities for HR to embrace the nascent potential of AI based on a number of respective high profile client case studies including IHG and Ab InBev.

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The Coming of the Fourth Industrial Revolution

Chief Scientific Officer, Dr Boris Altemeyer of Cognisess, the Predictive Analytics for People company, anticipates what may lie in store for the AI industry as the powers gather in Davos for the World Economic Forum to discuss:

The Coming of the Fourth Industrial Revolution

Across this weekend, the world’s press, governments, industrialists, commentators, the good and the (not so) great start gathering in Davos-Klosters in Switzerland ahead of the World Economic Forum. Some might argue that the combined brain and influencing power of this gathering represents the most powerful human super-computer the planet has to offer. A combination of industrialists with billions of dollars at their fingertips for funding innovation; governments who can investment development of major long term global infrastructure; and the media who are able to reach out and engage every corner of society with new ideas and solutions to better our world for all. It is a fair question to ask that if these people can’t transform the fabric of society – then who can?

The impacts and implications of the impending Fourth Industrial Revolution will continue to dominate the agenda. In an agenda-setting pre-amble last week titled: The Urgency of Shaping the Fourth Industrial Revolution, Founder and Executive Chairman of the World Economic Forum, Klaus Schwab, outlined his concerns about the impacts of allowing a free market development of emerging technologies such as AI and Robotics. The main area of his concern is that the digital revolution that emerged in the middle of the last century is now happening at an exponential pace rather than a linear one and blurring the lines between the physical, digital, and biological spheres. This unprecedented economic whirlwind might start to become as unpredictable as much of the climate change that we have been experiencing recently and that there is “clear evidence that the technologies that underpin the Fourth Industrial Revolution are having a major impact on businesses”.

The crux of his argument is founded on the assertion that in the future talent, more than capital, will represent the critical factor of production with a workforce polarising into either “low-skill/low-pay” jobs or “high-skill/high-pay” jobs with a hollowing out of the middle. The WEF Report of 2016 Jobs of the Future paved the way for this theory by identifying a number of new super-brain human attributes which will come to define the employment and skills landscape of the future. These included:

  • Cognitive flexibility
  • Judgment and decision-making
  • Emotional intelligence
  • Creativity
  • Critical thinking
  • Complex problem-solving

The Report identified these as the new human capabilities we need to develop to ensure that machines, AI and robotics would not leave the entire human race totally redundant.

The trouble with this cause and effect, is that it underestimates greatly how transformation really works. The reality is that ‘the future’ being described in the Fourth Industrial Revolution is here – now.

Firstly, all the signs are that the huge skills deficits are already present within every major industrial sector. An aging and bulging population is rapidly retiring en masse with all the money and knowledge and being followed up by an emerging new workforce who are fewer in numbers and have been badly prepared skills-wise by the education system to slot into the highly sophisticated tasks and environments that are being demanded by the digital disruption sweeping through economies and business models like a Hurricane Ernie. Working right across many business sectors as we do, we have already been addressing these deficits over the past 3-4 years.

Like all good Science Fiction and Futurology, it can leave us feeling we ought to be worrying more about this impending future but yet helpless to do anything to affect it… however, somewhere, those powerbrokers and influencers close to the levers of power will be. Therefore, perhaps we feel its better we concentrate on what we are doing in the here and now – and wait until we are briefed more about the future in due course.

Secondly, the kind of skills described in The Future of Jobs report are not anything super-human that need inventing in a lab or by creating a cybernetic hybrid of machine/human. These faculties are all actually in abundance and thriving in our citizens. The fact that (up to now) we have not been able to assess, identify or calibrate the value of this potential amongst our citizens is no longer an excuse. All the tools and technologies we need to manage this evolution are here, they are in market, they are proven and they are already working hard for those employers who have been sharp enough to take advantage and get ahead in accessing the workplace skills of the future. We have found increasing need amongst our clients – within exactly the kinds of sectors that WEF have identified as under threat – who are raising their game and the game of their workforce to enhance their talent and capabilities to meet the demands of customers and competition.

And thirdly, AI is not going to behave like some kind of semi-sentient intelligence that is hell-bent on erasing any human participation or presence. Even now, our experience as an early innovator in People Analytics and AI has shown us that the real benefit we see from AI is the ability for humans to learn from AI AND for AI to learn from humans. This reciprocal exchange of insight and learning is already creating a brand new form of intelligence which is neither exclusively human, nor machine.  We are already seeing how this intelligent two-way interface is helping us humans to make better decisions. Ones which are not coloured by subjectivity and bias or driven by pressure and self-interest. It doesn’t mean that humans won’t continue to make mistakes and that machines won’t either. One has to just observe the very recent introduction of the Video Assisted Referee (VAR) into the sport of football to appreciate that!

But in real terms, how can this innovation make a difference here and now. Can Science Fiction really become science-fact?

In the past year we have started to help our clients:

  • Identify and correct unconscious bias
  • Identify new skills and talents they didn’t know their workforce had
  • Define what good performance looks like and where to find it
  • Make accurate decisions about whether candidates are actual a match for their culture
  • Create greater diversity of thinking styles, backgrounds and talents to form higher performing teams
  • Match and predict how Apprentices’ talent can positively affect their organisations

The truth is that from this point forward, humans will simply not be able to usefully cope with processing the scale of demand, the volumes of data  and the speed of change that is already required in today’s labour market WITHOUT some AI and Machine Intelligence. Humans need to stay on top of the game whilst AI is better placed to observe and inform the game.

So in response to the question posed at the beginning of the article which asked who is best positioned to help transform our society? It has to be people. Us. Not machines. We’re the ones who already have the tools and levers freely available to us to embrace the Fourth Industrial Revolution. The future is already here. It’s just a matter of where and when we choose to apply it.

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AI – Enemy of the (Emotional) State?

Cognisess’ Chief Scientific Officer, Dr Boris Altemeyer, takes a look at the emotional tensions that can bubble to the surface during the holiday period and projects how these may indeed one day become a thing of the past.

The holiday and New Year season are a wonderful time (for the scientifically minded) to explore insights around the role of our Emotional State, what it actually does to us and why that is important.

As social beings, our interactions are very much shaped by our current mood and general emotional ‘status quo’ – i.e. our Emotional State. At certain times of the year, such as the winter holidays, this can lead to a heightened awareness of our own and other’s Emotional State, which can often make or break conversations and occasions – as some of us might have found out first hand whilst meeting friends and family over the holidays!

The way we feel, and more significantly the way we ‘think’ or perceive someone else is feeling will greatly colour how we choose to react. This heightened sensibility is something that makes us very human and distinctly superior to AI… or does it? We know from research, as well as from experience that it is generally a bad idea to make promises when in a good mood, and major decisions when in a bad mood. Also, we know we are much more likely to be empathetic and engaging when we are in a neutral or positive mood. Being able to assess how another person is feeling is a tremendous skill. And doing so, without being overly influenced by our own Emotional State, is more than just a skill or talent: and that is where AI might come into play.

Over the past year, we have focussed a lot of our research efforts on developing computer vision: the use of video analysis on our platform to reliably detect micro-expressions and emotions from the videos that job candidates and/or employees have uploaded. Using our own dedicated algorithms we’ve been able to normalise and effectively ‘stabilize’ all the data feeds to reveal a rich dataset for every video. This data can then be assessed and analysed to tell us a tremendous amount about how engaged someone might be about their working experience, a prospective job, or how likely they may be suited to a role where empathy or Emotional State plays a big part – such as in a client facing or carer role, for example. We have found this to be especially useful through working with the hospitality industry, in which customer service and mood state is paramount, where we have harnessed computer vision and emotional state analysis to determine what ‘good’ in that environment looks like.

We have seen in the past how good some humans can be at spotting Emotional States, and how this might lead to a recruiter or manager being known for their ‘instinct’ in picking the right candidate. Most of us do these things without thinking about it, or even being able to verbalise it. Whilst this insightfulness can be seen as a great advantage over a machine, the approach is also prone to human errors or inconsistencies caused by distraction, stress, fatigue, bias and own ‘less-than-reliable’ Emotional State. This doesn’t apply to machines, who don’t have an ‘off-day’ or the ‘wrong mood state’ – hence our interest at Cognisess in getting the best from both worlds as it opens up new opportunities for humans to learn about their own Emotional States and mood patterns as well as generate greater accuracies and efficiencies.

Looking at a closed feedback loop of emotion recognition and appraisal, we may be soon able to identify whether the emotional state of an employee or their manager affects their appraisals or performance and if so, how. Some might think this is an unwelcome intrusion on our privacy – but perhaps if you are a police officer, a care worker, an air traffic controller, a pilot or a surgeon – that could be a crucial piece of information to know. Likewise, it can be generally helpful to better understand which type of Emotional State is most conducive to (and predictive of) a good outcome in different decision-making and interaction scenarios – this is very much important within customer service environments where we can get the mood ‘just right’ – or very, very wrong.

In all cases we are starting to see a reversal of roles between the human and the machine – particularly in candidate recruitment and employee management. Up to this point in time, we have spent a lot of time ‘mentoring’ the machines to mimic what us humans do, finding patterns in what we do and starting to interpret them. Going forward, we will see this dynamic being reversed, and it is us, the humans, who stand to gain by learning from the machines about the patterns that they uncover and what that most likely tells us about them and their behaviour / behavioural intentions. This is going to be particularly helpful when dealing with huge amounts of real-time human data, volumes of videos, and visual information that are too vast for any human to process.

So, if the ghost of recruitment past is becoming the traditional recruiter with their ‘instinct’, then the ghost of recruitment future will be AI – something that can accurately read the right Emotional State without being affected itself. Perhaps that’s something that ought to be on your Christmas list for next holiday season – just before you get to your family gathering?

For more information about how AI helps recruitment and what Cognisess does contact us at support@cognisess.com

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The future of safer work-place driving is here and now

Cognisess’ Chief Scientific Officer Dr Boris Altemeyer unpacks the insights for COGNISESS DRIVE: a new platform application focusing on making work-place driving safer.

Every one of us likes to think that they are a good, or at least an averagely good driver, don’t we? And particularly if you make your livelihood out of driving and have to put yourself forward for a job as a driver within the transport, fleet, haulage or logistics sectors.  However, work- related driving has found itself prominently in the headlines of late – and not always for very good reasons. Some very high profile crashes and incidents have brought corporate responsibility for safety on the roads to the fore. Many have called for more use of in-cab technology to monitor speed, lane changing and other governing telematics.  Some have pinned hopes on the use of driverless trucks as the solution for more road safety. Others have heralded the recent launch of the Tesla Semi electric truck range as an example of a cleaner, safer future. Undoubtedly technology in the future will play a major part in safeguarding and improving driver, public and road safety.  However, the demand for work-related driving in the economy is rapidly increasing and immediate solutions are required to tackle the current situation.

Regardless of whatever technology solutions or regulations may emerge in the future, the fact is that the human factor is always going to play a significant part when it comes to driving, operating or monitoring work-related vehicles. Therefore, as a company dedicated to predictive analytics for people, we wanted to gain a better understanding of the human attributes and performance abilities of anyone we might put near the wheel of a vehicle for work reasons. By combining cognitive science, data, AI and machine learning we set out to assess the range of faculties required for work-placed driving to ensure employers are hiring, monitoring and supporting the safest of drivers.

 

Through extensive work and studies undertaken with fleet operators and elite performance driving academies over a two-year period, we gained insight into not only what truly ‘ good driving’ looks like but we’ve also been able to calibrate the many different factors that make-up a ‘good driver mind set’. What we evidenced showed that there is more to being a safe or ‘good’ driver than just having fast reaction times. But equally it didn’t suggest that being slow, methodical or over-conscious was the answer either. Instead the mapping of the connections between the driver’s brain where decision-making meets risk-taking was where the most interesting insights were to be found. And particularly when it came to dealing with the unexpected – rather than the routine background mental tasks we normally associate with driving. This gave us a fresh perspective from which we could build a set of driving tests which could give us an objective and repeatable assessment of an individual’s personality type, cognitive faculties and driving knowledge. And this appeared to be consistent and reliable whether the drivers were either very experienced or relatively inexperienced.

Essentially by building out from our existing expertise, technologies and knowledge we combined two sciences: cognition (how the brain performs and functions) and data (how the real time analysis of thousands of data points helps us predict a driver’s approach to risk and decision making). We were then able to map and predict driver performance to provide accurate assessments of risk and safety as well as highlighting reductions in other unseen costs such as driver downtime, replacement vehicles, insurance claims, losses of productivity and of course the effect on public safety, potential damage to reputation and even corporate manslaughter charges as the most severe impact of work-placed driving. Cognisess Drive has since been piloted and tested by a number of major transport companies and driving experts across the past two years including Uber, Fonterra and Arden Motor racing academy.

We are pleased to bring Cognisess Drive to market today as a comprehensive assessment of driver competencies which covers cognition, risk, behaviour, wellbeing, driver attributes and driver knowledge for any environment which requires work-related driver performance. It can be used extensively as a tool for assessing driver potential at the recruitment stage and equally the platform is also designed to use baselines to maintain and sustain optimum driving performance throughout the lifespan of the driver contract or term of employment via performance dashboards which provide operators with predicative analytics and real-time reporting.

This break-through is timely for the fleet, haulage and logistics sectors who are facing immense pressure from the public and regulators to provide greater clarity and confidence that work-related driving practices are of the highest standard. But this is also coming at a time when the driving industry as a whole is equally under pressure with managing-out an aging population of fleet drivers. This means firms have to get better at assessing fitness and competency amongst their current driver pools whilst also getter better at assessing and recruiting younger talent coming from more varied and diverse backgrounds. Cognisess Drive is an example where Human Analytics, can provide data-based evidence to show that the people we are putting behind the wheel are – whatever stage of their working experience and cycles – capable, risk-assessed as well as fit and well enough to be entrusted with public safety. We believe this is only the tip of the iceberg of where Cognitive Neuro-science, AI and Machine Learning technologies can come together to help us make better informed human decisions about humans.

For more information about Cognisess Drive go to: https://www.cognisess.com/drive/

For more information about our areas of expertise in People Analytics visit: https://www.cognisess.com/solutions-cognisess-2/

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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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Cognisess High Performance brings in the medals this Autumn

Over the past 12 months Cognisess Sport has focused on several high profile projects under the guidance of High Performance Coach, Jon Pitts. Jon has implemented cutting-edge, human performance analysis and coaching using insight provided by the Cognisess Pro platform across two very different sporting worlds: 3 day eventing and the Women’s Cricket Super league.

Firstly, as a High Performance Coach, Jon was invited to help the Swedish Eventing team develop a performance culture in response to an underperforming 10th place at the 2016 Rio Olympics. Jon commented: “Cognisess Pro has given us valuable insight into how to train our riders to manage the intense pressure and assess the risks associated with the sport. This has helped them with making good, positive decisions and executing their skills with more confidence.”

The result of applying this insight and coaching was a team bronze medal at the recent European Championships, finishing just behind Great Britain and Germany and with much positive attention from the Swedish media.

With a unique and interdisciplinary approach working across all sports, Jon was also able to bring new angles to the use of Cognisess assessments and insights within team sports. Working with Western Storm, the Kia Super Women’s Cricket League franchise, Jon has used Cognisess Pro to assess and create a benchmarked standard as to ‘what good performance really looks like’ and use that to focus mental skills training and raise standards within the development squad.

“The impact is two-fold” said Jon: “in a short format T20 competition you need as much information about key players and how to make them peak in their performance, and it also allows us to identify those key cognitive skills that the stars of the future will need”

At the beginning of September this work came to fruition, as Western Storm were crowned champions of the Kia Super League by beating the Southern Vipers in the final.

Jon confirmed: “Cognisess Pro supports better decision-making and helps hone skills which are crucial when competing in the fine margins within a high performance environment. It is this precision analysis and insight which ultimately makes the difference when operating at the elite level of any sport or high-performance challenge,

Cognisess CEO, Chris Butt commented: “by working at the very rarefied, pinnacle of elite performance in sport, we really get a critical understanding about people and behaviours which we use to shape the Cognisess approach to performance at work and life skills in general”.

For more information on High Performance Consulting contact: support@cognisess.com