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 email@example.com.