men looking at a virtual recruitment platform

Why virtual recruitment platforms are every company’s secret weapon right now

The coronavirus has changed the way we work. But what is the best way to keep your recruitment process moving whilst ensuring you are still hiring the best candidates? 

At Cognisess we have spent a number of years building the best virtual recruitment platform possible. In fact, we have recently won an award for it. Below we explore how you can move your recruitment process online whilst also looking after your employees.

All of the tools featured in this blog exist on one platform, Cognisess Pro, which means you can do everything on one programme. There is no need to switch to another software to review a candidate’s results after sending out an employee feedback survey. Cognisess Pro can also be accessed anytime and anywhere, meaning your employees and applicants can access it from home. This allows them to give you feedback or apply for a job wherever they feel most comfortable during this time. 

Accurate and Engaging Online Assessments  

online recruitment assessment

Perhaps an assessment centre day may not be suitable or possible right now. Moving an assessment centre online has many benefits. It saves money and it can be completed any time or anywhere. This makes it more accessible to candidates who may have not been able to attend in person due to distance or money. 

Our award-winning online assessment tool has over 60 scientifically-backed games that are tailored to test the attributes that are important to the role you’re recruiting for. From emotional intelligence to mental arithmetic. Candidates typically find our assessments engaging and interesting, making your application process stand out. You can assign the assessments instantly to as many candidates as you want.  

Read about how IHG was able to eliminate the second day of their assessment centre due to our accurate assessments. This resulted in a 50% reduction in assessment centre time and cost.

Online interviews 

Currently, you may not feel safe meeting potential hires in person. Using an online video interview tool is a great replacement solution. It’s also a popular one too, according to the recruitment company Walters People, 67% of companies are now using video interviews to hire workers. 

Finding the right online video tool is important. Our virtual interviewing tool not only helps you interview candidates easily, but also has an optional feature to enhance your decision making. 

Our DeepLearnTM  Video Analysis tool detects a candidate’s true emotion, instead of what they may like to present to an interview panel. This tool is particularly beneficial for sales positions where first impressions and body language is important. Our Computer Vision technology can analyse from 27+ points on the face, searching for emotions such as positivity alongside other attributes relevant to the job frame by frame.  As a result, a business can identify top talent from their entire applicant pool and keep the recruitment process moving. 

Supporting employees 

This is a difficult time for many and some employees may feel disconnected from the company if they are working remotely. Our platform’s not only designed to recruit the best talent, but also support your employees. We have several surveys designed to help you understand your people including:

  • Employer response to COVID-19. This template is for employees and relates to Covid-19 and working in a different way. Sample questions include: What policies/aspects do you feel have worked during this time? And what level of flexibility is provided by your organisation when it comes to getting work done? 
  • Employee Surveys. Comprehensive employee surveys that deliver a thorough understanding of organisational culture, experience and engagement and links to business performance.
  • Daily Mood and Sleep. Daily monitoring of an employee’s mood and sleep, with an emphasis on Health and Wellbeing. You will be able to assess how your workforce is generally feeling, which can inform your general strategy moving forward. 

Create Strong Teams  

Virtual HR Platform

The people you work alongside can often affect your happiness or performance. By using our Team Fit tool you can check if each individual is in the right team. This feature collates and maps an individual’s assessment results via a user-friendly graph against the attributes of others in any defined team or group. The data is divided into two disciplines, social cohesion and cognitive fit. If an employee isn’t the right fit for a team, you can put their data into another group to predict if they would get on better in that team. 

Having a platform that allows you to recruit and check in with your employees is essential during this time. Book a demo today to explore the tools that will allow your company to thrive. 

an ethical job applicant

Ethical Hiring with AI: Can it spot a lying applicant?

On paper, a candidate could be perfect for a role. They have relevant experience alongside their impressive list of qualifications. But is this candidate too good to be true? How do you know he’s telling the truth? Sometimes it’s difficult to know if you made the right hiring decision until the applicant has started in the role.   

How honest are candidates? 

A new report by Checkster titled Is Your Company Hiring Charlatans? A study of ethical standards in the hiring process has uncovered that candidates aren’t being completely honest when they apply for a job. Key findings include: 

  • 60% of candidates have claimed or are willing to claim that they have expertise in skills they have no knowledge in. 
  • 42% have lied about relevant experience.
  • Over 50% of applicants have said they worked at a company longer than they had, so they can omit an employer. 

With this in mind, how can you identify the candidates with the relevant skills and experience? In the past, you may have had to rely on your emotional intelligence to identify a lying candidate. But technology is making it easier to create an ethical hiring process.  

Stay ahead of the game

The games on our platform can measure over 120 attributes. The study has revealed that over half of candidates will lie about their abilities. However, this can be prevented by using scientifically-backed games in the application process. For instance, Adam may write in his cover letter that he is achievement-driven, but our assessments can reveal how achievement-driven he really is. You get to know a candidate before you meet them, allowing the most relevant candidates to demonstrate their skills and stand out from the less qualified. 

Using these games in the application process will also prevent candidates from actively reverse engineering their applications. For example, in our new Lens Pro assessment candidates have to choose between two equally viable options, instead of two answers where it’s obvious what the ‘correct one’ is. The process becomes about their true abilities, not the persona which they think will get them the job. This helps an employer really get to know an applicant and the true values they stand for. 

Find the right candidate for you

By creating a recruitment process that actively tests the applicants on the job’s key abilities will reveal how skilled they actually are. Our platform focuses on finding the right candidate by assessing how suitable they are for the role and company through our cognitive or personality games. 

To find out more about how we cater to job fit, book a demo with us today. 

4 tips to improve your recruitment process

Sometimes it’s difficult to keep track, organise and maintain all the information involved in the recruitment process. This is especially true when you have hundreds, if not, thousands of applications for one job role.

It is common knowledge that recruiting can be a time consuming and costly process.  But how can we improve it? Here are 4 tips to help you refine the recruitment process.

Streamline your recruitment process

The recruitment process needs to be rigorous if it’s going to find the right talent, but it also needs to be streamlined, consistent and fast. Using technology can drastically reduce the time spent by your recruitment team. Online assessments such as Cognisess Pro can help narrow down the talent pool quickly by removing applicants who miss the requirements. This means the technology is doing all the hard work for you and gives you a simplified view of all your candidates.

Outline the job description clearly

It can be frustrating when applicants apply for a job role which they clearly aren’t suitable for or when they don’t quite understand the job role. This uses up your valuable time by having to review and reject these applicants. To avoid this problem, it starts with the job description. Ensuring that the job description is clearly outlined with a clear criterion. For example, degree-level education or certain skill requirements.

Technologies have been developed to help reduce this and again, filter out individuals based on talent. For instance, gamification can be used to analyse individuals based on their true skills and attributes, which additionally enhances your decision making. This ensures your candidates will have the right skill set for the job advertised.

Keep communication clear, consistent & personal

Throughout the process, there can be many stages with multiple emails and further correspondences between candidates, managers and agents. Therefore, you need to make your processes as clear and consistent as possible to ensure fair and equal treatment of all applicants. Implementing an applicant tracking system (ATS) can help reduce miscommunication and errors in the recruitment process. In fact, 81% of job seekers say employers continuously communicating status updates to them would greatly improve the overall experience.

Whilst you still want to have a personal touch throughout the recruitment process, applying technologies to assist with your applicant management can help keep communication consistent and personal with each candidate. This is especially important when candidates are also your customers.

Harness recruitment analytics

You may not see the relevance in recruitment analytics, but it can be really insightful as an HR manager or recruiter. Analytics are readily available with many software solutions nowadays making it even easier to get to grips with recruitment analytics.

In addition, people analytics can add to this by providing an insight on current employees to shape what candidate you are looking for going forward. Understanding what people analytics and recruitment analytics can do for your business is the next step to successfully recruiting candidates.

Contact us today to find out how we can help refine your recruitment process

How can Gamification 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.