Cognisess Hosts Elite Athletes from Bath Rugby and Bath City FC

Adam Mann, Bath City forward, and Kahn Fotuali’i, Bath Rugby scrum half take part in Cognisess’ ‘Discover your Talent’ campaign.

The campaign is aimed at supporting people of all ages and backgrounds discover their talent and potential and ultimately find the right job, career or sport to play. This is not by using outdated or biased methods like academic results, IQ tests or CVs, but with neuroscience-based games and AI.

The software platform comprehensively analyses a person’s abilities including cognitive, emotional, behaviour, career values, personality and core skills. This holistic view provides a better insight into someone’s true talent and potential.

By playing games and activities and using some of the latest brain wave technology, the athletes created performance benchmarks which anyone can be compared to. Cognisess Sport are event sponsors of this year’s Bath Sports Awards and will be showcasing their technology at the event on Nov 20th.

As part of the campaign, Adam and Kahn played 3 short cognitive games measuring task switching abilities, risk taking and response inhibition. Both athletes were fitted with a neurofeedback device (or EEG headset) as they completed the activities.

Neurofeedback is used alongside Cognisess’ software games and measures a person’s brain waves,  giving coaches greater insight into what’s happening when someone completes a task. Used by athletes across all sports, the data provides optimised performance data and supports ongoing training and development.

Whilst Adam and Kahn played the assessments the Cognisess team tracked the brain’s performance measuring ‘psychological flow state’ – essentially this is how ‘in the zone’ someone is when doing something.

All sporting professionals get nervous and something known as the yips can impact performance. This is typically if an athlete thinks too much about the technique, instead of focusing on the activity.

Measuring psychological flow state allows a player the best chance in achieving their optimal performance. This powerful tool can be strategically used to discover a sport person’s potential.

Athletes – both amateur and professional use Cognisess Sport to:

  • Map aspects of performance – including cognition, emotion, personality and skills.
  • Map their emotional wellbeing – does mood inform performance? Cognisess worked with the next generation of elite racing drivers and discovered the link between self-esteem, speed and car performance.
  • Map team fit – this allows the coach to observe whether a player would fit into a team before signing.  

Cognisess are giving guests of the Bath Sports Awards and Bath Business Awards an opportunity to play the games on the night. Guests will be able to compare their scores to Adam and Kahn’s and other sporting heroes taking part.

The top 3 places on the leaderboard will win a prize. Cognisess is excited to be showcasing the technology to a wider audience as part of the ‘Discover Your Talent’ campaign.

To learn more about Cognisess Sport request a Demo or follow us on Twitter to keep updated with us.

Three Good Reasons to Utilise AI Over Traditional Recruitment Methods

AI is on the rise. 38% of companies now use AI and 62% of companies are expected to by the end of the year. But what is the buzz about? Why are so many businesses beginning to utilise it? In this blog post, Cognisess will reveal why AI is applied over traditional recruitment methods.

It’s the less biased approach

Subjectivity and bias are unavoidable traits in humans. There are 150 types of unconscious biases in the workplace, so it’s difficult to be completely objective when hiring from a CV. Cognisess Deep Learn™, our AI algorithm, isn’t programmed to take into account gender, race or age. 69% of executives agree diversity is an important issue. Deep Learn™ focuses on the skills of each individual, creating a fairer hiring process and a more diverse workforce.

The best AI tools employ a range of data to calculate well-rounded results. Amazon’s AI CV tool only operated with one type of data, a CV. The AI was taught what a good hire looked like from their male-dominated workforce data  – from this it learnt a successful candidate would be male so began to discount females.

On Cognisess Pro it is optional to disclose age, gender and race – but it’s never taken into account for our assessments. Cognisess focuses on the attributes that matter when hiring a candidate. The platform is data-driven with over 50 assessments to choose from and over 120 attributes. This range of data enables a less biased approach compared to a traditional CV.   

It cuts time and costs

Traditionally hiring a candidate is a lengthy process, the average time to fill is 40 days in the HR sector. 67% of professionals report AI saves them time. The recruitment timescale with AI decreases, for instance, here’s how effortless it is to hire through Cognisess Pro:

  1. Setting up a job and posting it online only takes 25 minutes,
  2. It only takes 15 minutes for each candidate to complete our sophisticated assessments.
  3. When you review the applications, instead of attempting to read all the application forms in your inbox Cognisess Pro has already analysed them and calculated a percentage of how suited each person is to the role. This allows you to review the top talent for the role, without searching through a mass of applications.

It costs a company £3,000 on average to hire one person. Cognisess has saved companies £250,000 purely on assessment centres after switching from traditional methods to Cognisess Pro. It performs the menial work for you, enabling a more efficient hiring process.

It allows you to retain your employees

78% of business leaders perceive employee retention as important or urgent. While one third of new hires leave after six months. It is a notorious issue, an employee leaving can lead to customer dissatisfaction, damaging your brand image as a result.  

Traditional recruitment methods aren’t able to assess whether a candidate will fit in with your company culture – but AI can. If you know a candidate will fit in with your culture, they will more likely to remain in the role. On top of Culture Fit, Cognisess Pro is able to predict current and future performance – reducing the risk of a bad hire. If a new employee is a good fit for the role it will create a loyal and engaged relationship with the company.

Adopting AI into at least one aspect of your recruitment process will enhance it. AI doesn’t make hiring decisions for you, it is there to present its analysis for you to make a balanced hiring decision.

If you are unsure how to incorporate AI into your recruitment process, contact us today to schedule a demo and a two-week free trial of Cognisess Pro – the most advanced People Analytics and AI 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 and a two-week free trial 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 attribute 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 and a two-week free trial.

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3 Killer Questions for a Job Interview – and the Science behind them

Bauldville reported on the first day of a role 67% of millennials are already thinking about applying for a new job. To improve your chances of finding a great hire that is more likely to stay, use these questions and the science behind them.

Tell me about a time you made a mistake at work?

A question like this aims to understand two areas: a candidate’s resilience – whether they can overcome challenges quickly, as well as their emotional intelligence – which is how honest they are with themselves or others about their actions and feelings.

Resilience sits under the personality type ‘emotional stability’, one of the ‘Big Five’ personality factors, proposed by Costa and McCrae (1992). Emotional intelligence is measured by the ‘Emotion test’, which is taken from research by Paul Ekman. Both attributes can be measured through Cognisess’ platform using two assessments heavily substantiated by their research.

It is not about the size of the mistake they describe, but how the candidate dealt with the aftermath of it. ‘‘You won’t hear people low in emotional intelligence take much accountability for their mistakes.’ claimed Mark Murphy in Forbes.

Does the candidate accept responsibility for making a mistake? A research article ‘Who Accepts Responsibility for Their Transgressions?’ by Schumann and Dweck (2014) found that people are more likely to apologise and take responsibility for their actions if they believe they can change their behaviour. This acceptance demonstrates a ‘growth’ mindset and a willingness to change in the future. A key feature of personality traits are that they remain stable across time and context. With this in mind, the findings of this study remain generalisable to the work environment, even though the original context was romantic relationships. As such, this study demonstrates a key behavioural factor in how successful an employee will be in the workplace.

Tell me an interesting fact about yourself.

Not only will the answer demonstrate an example of their personality type, it will also give the interviewer an insight into how the individual views themself. The candidate must select what they deem to be ‘interesting’ it offers a view of how the individual will fit within the company or team culture. For example, a candidate who chooses to relay information about a recently gained skydiving qualification may be more extraverted than a candidate who has expressed their passion for classical literature. Depending on the position available and the culture of the company, one candidate may be better suited than the other. Extraversion is also one of the more commonly discussed traits from ‘The Big Five’ (Costa and McCrae, 1992).

This also may not be a question the applicant has prepared for. You will be able to observe first hand how an applicant thinks under pressure. However good a person is at hiding how they feel about a question, their true expression will display on their face for one-fifth of a second. Cognisess Video Intelligence is able to capture this to enable you to explore how the candidate is actually feeling.

 

 

Do you have any questions?

This will be able to tell you how attentive an applicant was throughout the interview, if done right it should feel like they are interviewing you.

Top candidates may display ‘reflective listening’ – a communication strategy where a candidate listens to what you have said about the role and then paraphrases parts back to you in a form of a question. Good listening skills exhibit emotional intelligence, as the applicant values what you are saying instead of thinking about what they want to say. This will be more important when recruiting for a leadership role as in one study, 44% of employees reported poor communication skills as a main obstacle when successfully leading a team.

Additionally, Cognisess’ software is able to reveal insights into candidates prior to the interview stage. It assesses them on all levels – their cognitive capacity, emotional intelligence and personality. Our algorithms then custom builds an interview guide from a database comprised of 500 questions tailored to the role you are hiring for; saving you time before the interview and allowing you to really listen to what each candidate has to offer.

 

To understand how to use People Analytics for more successful hiring contact us today.  

 

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