Promoting diversity and striving to be inclusive is at the forefront of most HR professional’s minds. However, it can be difficult to know where to begin. Toby Mildon’s new book, Inclusive Growth, enables you to achieve this. It provides a practical framework for your organisation to transform into a sustainable and inclusive workplace.
The book explores the many avenues you can change, from culture to collaboration. We are also proud to feature as part of the solution to this. In the book we discuss how the platform encourages cognitive diversity in an organisation. To be successful, businesses need different types of people. Knowing if your organisation has enough leaders, problem solvers and planners allows you to hire new people to fulfil these needs. Our data is accessible, transparent and can be anonymous in order to ensure the focus is on a candidate’s abilities, not their gender, ethnicity or age when it comes to hiring.
“It is wonderful to see that Toby’s passion and knowledge can now be shared on a wider scale via this great book. Since the very beginning of our work together, it was very clear that Toby’s and our perception were very much aligned: diversity and inclusivity are not just essential, but also highly beneficial for everyone, and more often a mindset shift rather than a resource question.
We are grateful to be part of this book. Our case study is an example of how technology can assist this mindset shift and make inclusivity and diversity of thought a seamless part of standard practices.”
Buy the book today to start your organisation’s journey to inclusivity and read more about how Cognisess can assist with this.
The holiday and New Year season are a wonderful time (for the scientifically minded) to explore insights around the role of our Emotional State. Cognisess’ Chief Scientific Officer, Dr Boris Altemeyer discusses what our emotional state does to us and why that is important.
As social beings, our interactions are 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, we have a heightened awareness of our own and other’s Emotional State. This 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!
Are our decisions influenced by our emotions?
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. 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. However, AI is able to help.
The way we feel or perceive how someone else is feeling will influence how we choose to react. This heightened sensibility is something that makes distinctly superior to AI… or does it?
AI can see our emotional state
In the past, we have focussed a lot of our research efforts on developing computer vision. This is used in the platform’s video analysis tool to reliably detect micro-expressions and emotions from a candidate’s video interviews. Using our own dedicated algorithms and analysis we are able to reveal a tremendous amount about a person, for example:
How engaged someone might be in a role
Their suitability for a role were empathy or Emotional State play a big part. We have found this to be especially useful when working with the hospitality industry, in which customer service and mood state is paramount.
How good are we at decision making?
Some humans are good at spotting emotional states. A recruiter or manager may be known for their good ‘instinct’ when 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. For example, distraction, stress, fatigue, bias and our own ‘less-than-reliable’ Emotional State.
However, machines don’t have an ‘off-day’. Which is why at Cognisess we generate greater accuracies and efficiencies with machines in order to open up new opportunities for humans to learn about their own Emotional States and mood patterns.
Why we need to work with AI
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 we humans do, like finding patterns and starting to interpret them.
Going forward, we will see this dynamic being reversed. We will gain knowledge by learning from the patterns that the machines uncover, which in turn will reveal a lot about other people’s behaviour. For instance, this will 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.
The ghost of recruitment past is fast becoming the traditional recruiter armed with their ‘instinct’ and the ghost of recruitment future is AI. Which ghost is part of your hiring process? Give yourself the gift of a future proof recruitment process this Christmas by booking a free demo with us.
– 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?
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.
Computer vision, machine learning and neuroscience are part of the new wave of HR technology. But what are they? Below we reveal their definitions and how they can be used in recruitment.
Computer vision acts as the eyes of
an AI. This technology can visually process the world around them and they can
be programmed to analyse the information it collects. For example, computer
vision is used as part of our video analysis tool. The technology analyses each
candidate’s facial expressions and micro-expressions from their video
interview. Micro-expressions are facial movements that happen before we are
consciously aware of them. This means computer vision is able to detect a
candidate’s true emotion at that moment, instead of what they may like to
present to an interview panel.
This tool can be used to recruit
across all industries. However, it is especially useful in customer-focused roles
where ‘reading people’ or presenting yourself positively or empathetically is
required. Computer Vision can observe how easy a person is to talk to, and how
approachable they will be to customers – even under pressure.
Machine learning is a subset of AI.
Like a brain, it is able to learn and independently come to its own
conclusions. It is widely used in our everyday lives, for instance, it is used
to recommend you products online.
It can be used in recruitment to
identify the best candidates for you. For example, our team will give it data
on your top performers and machine learning can select the common attributes
that make that group successful. It will then use this knowledge to pick the
best candidates from the applicant pool.
Neuroscience is the study of the
nervous system. By focusing on the brain we are able to reveal its impact on a
person’s behaviour and cognitive functions.
This is actually a great resource
in recruitment. Using neuroscience we are able to understand a candidate on an
individual level, regardless of the volume of applicants. Equipped with this
personality and cognitive data you can get to know the candidate before you
meet them, you will understand what drives them and how they will react in
certain situations. At Cognisess we do this by assessing applicants with our
scientifically backed games which will enhance your decision making.
Computer vision, machine learning
and neuroscience are only beginning to transform recruitment. At Cognisess we
apply them in one user-friendly platform. Book a free demo with us to see how we do it.
Below is the results of Frank Schmidt’s meta-analysis based on nearly a century of workplace productivity data.
As you can see, applying personality tests alongside traditional recruitment methods create a less effective process than using a multi-level assessment approach…But why is this the case?
Personality tests are easy to manipulate
Some candidates may try to reverse engineer these assessments in order to impress an assessor. For example, from a list of words a candidate will choose the most favourable ones to describe themselves, instead of what their truly like.
This is damaging to the overall hiring process. HR believes the candidate is someone they’re not and can result in the wrong applicant being hired.
We are constantly changing
A lot of personality tests are based on the four-quadrant personality model. This model is built to assess our states. These are the more fluid parts of our personality, for example, a person may be highly organised at work but is disorganised in their personal life. It is recommended that individuals frequently retake these tests because a person’s context regularly changes. Meaning it can be unreliable to predict a person’s job performance.
So we shouldn’t use personality tests in recruitment?
This depends on how you apply them. A strong recruitment process would include a multi assessment approach that tests a variety of traits, behavioural and cognitive factors. Combining these components make a personality test much more effective. Here are some factors that indicate a strong personality assessment:
They assess stable traits (instead of states). These are traits that are at the core of our personality, for example, how agreeable you are. Our platform uses the Big 5 Personality Model to measure these stable traits, which is the most reliable and scientifically backed personality model. The personality results are accurate for up to 6 months after they take the assessment.
They allow you to compare each applicant’s scores. This helps you assess the strongest candidate. For example, with Cognisess Pro you can compare an individual’s score against the general population and identify the top scores in the applicant pool.
They have an inbuilt ‘lie detector’. This helps detect candidates who are trying to ‘cheat’ by painting themselves in a more favourable light. For example, in our new Lens Pro assessment you can 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.
A 360° recruitment process
Finding the right fit means assessing the whole person. By using a variety of assessments you will accurately understand each applicant’s behaviour, personality and cognitive attributes. Taking the time to understand the potential of your applicant pool will ensure you hire the right person who will thrive in a role.
To get to this outcome you need an effective recruitment process. We have over 60 neuroscience assessments to suit your hiring needs. Please contact us if you would like help crafting a reliable and accurate recruitment process.
Bath Digital Festival 2019 is next week, bringing a variety of technology and science events to the South-West.
With over 80 events to choose from, which ones should you attend? Here are 4 talks that will help you envision and enthuse about our digital future, from computers recognising emotions to how AI will affect the workplace.
Perfect for: Anyone who wants to discover how AI will affect the workforce
The advent of AI has left many wondering: are humans obsolete soon? What can I do at work that will not be automated?
This talk will explore how humans can use AI and advances in Psychology and Neuroscience to understand better what makes the human mind so unique, and what we all bring to the table – in our own individual way
As machine vision has rapidly improved in recent years, there has been a surge in applications of this technology to the human face. It can detect facial expressions such as happiness, sadness, anger, and fear.
In this talk, we will cover the technical details of how cutting edge technologies like facial recognition software work, and discuss some of the potential uses and misuse.
Perfect for: Anyone interested in psychology and VR
Virtual reality technology is still sparse in most mainstream care environments. Jed Brown’s research has been focused on “What’s holding us back from implementing VR treatments more widely?” A year on, he believes that he understands part of the problem, and perhaps more importantly, part of the solution.
Perfect for: Parents looking to re-enter the workforce
Learn about how you can transform your creativity and problem-solving skills into a Digital Career. We will be helping parents and career movers matching their skills to jobs alongside The Factory, Mayden Academy and ADLIB.
On a lovely Sunday in early September, the
annual race of the Dragons has yet again hit the calm waters of Avon. Teams from
local businesses in Bath have risen to the challenge to support charities. The
event also attracted strong local support, that was entertained by the live
music, a friendly competition and sunny weather.
Cognisess has triumphed and brought the Gold Dragon back to their office on Argyle Street this year. The company, founded by CEO Chris Butt, is proud and happy to help raise awareness of The Mountain Way – a charity led by Andy Shaw, the founder and veteran of the Falklands War.
Mr. Shaw was very kind to pay a visit to the
Cognisess office. He delivered a moving and inspiring speech about his
experience in the field. The little-known stories of soldiers are too often
being swallowed by the feelings of guilt and shame only to erupt as PTSD later.
The condition has led to one veteran taking his own life every 5 days in the
Mr. Shaw has developed a method of how to tackle the problem. He takes a veteran on a pilgrimage to the mountains of France. With his guidance the person in distress gently learns to let go of the past and move onto the next chapter of their lives.
Mr. Shaw commented:
“As the founder of The Mountain Way I would like to thank the good people of the city of Bath for their very positive support last Sunday, the 8th of September, for showing up and competing in an exciting Dragon Boat Race, which saw teams battling it out for supremacy. We had a wonderful day on Sunday and very much look forward to next year’s event. We hope that more teams will be able to join us in what is a fun day for all concerned.”
Charity Designability also raised £10,000 at the event. Dragon Boats will hit the waters of Avon next year again, but the race for Cognisess and The Mountain Way are not finished yet. The aim is to raise awareness of the cause and help as many veterans as possible. Get involved and help protect those, who risk their lives protecting us!
In the past, video
games have had a bad reputation. But video games are actually good for your
brain. Every time you play a video game it
exercises your brain’s neuroplasticity. This is the part of your brain that
helps you learn new skills. As you get older your brain’s neuroplasticity
naturally declines. However, playing video games is known to have a positive
impact on this ability regardless of your age.
We live in a world
where we are always trying to improve ourselves or be constantly productive. We
all need to relax from time to time, otherwise, we can suffer from cognitive
fatigue. Because video games are fun, they allow us to switch off from
the daily grind whilst unconsciously improving our skills at the same
They also have a number of benefits. These
researchers found that playing these games can help your perception, attention,
memory, and decision-making skills. These skills aren’t only important in video
games, they can also be used throughout our lives – particularly in the
workplace. Video games can increase your reaction time, which can be
useful if you are working in a role where you need to respond quickly, for
instance, a doctor who works in a hospital.
Video games can also help you get a
More and more
companies are using games to assess applicants for jobs to create a more
engaging experience. But these games are different from the ones you can play
on your Xbox. They are scientifically-backed and are designed to assess a
candidate’s behaviour, abilities and future job performance. In 2018,
the global gamification market was valued at $5.5 billion. In the future, these games may be a
common part of most recruitment processes.
Will gamers have an advantage?
When it comes to games used in job applications, gamers may have a
slight advantage. But they aren’t cheating, they have done the work to increase
these skill areas. Just as much as a person who has been practising the guitar
for a year will be better than a complete beginner.
But this doesn’t mean
that people who don’t play video games will be at a disadvantage in the
gamified job application process. For every ability a video game can train
there are other activities that can improve these skills. For example, a text-based
adventure game will improve your reading ability, but reading a book will also
do this. Video games are just a popular and fun way to develop these important
Technology helps us improve our lives. From conveniently paying for your
meal deal on your phone to AI assistants like Alexa. Video games not only help
you improve your skills but are also fun to play. This happy median will also
help companies in the future fully understand job applicant’s abilities and
help an individual discover their talent.
Research from The Duke of Edinburgh Award uncovered that only 10% of young people think discipline or dominance are desirable leadership traits. Alternatively, 58% of those young people say listening or empathy are the most important leadership traits. This shows there are clear expectations held by the young workforce surrounding leadership.
As a result of this, we will start to see a shift in leadership style in the future, moving away from an egocentric and hierarchical management style. It will become a more collaborative process, employees will be active and valued contributors. Instead of the leader telling their teams what they need, it will become more of an open dialogue between management and employees.
How Team Fit will help teamwork
Teamwork will become even more important, a study by IdeaPaint uncovered that 74% of Millennials prefer to collaborate in small groups and nearly 50% of Millennials believe that leadership is the empowerment of others. Our Team Fit tool will be able to help organisations with this larger emphasis on collaboration. The feature collates, maps and compares the skills of each member within a team via a user-friendly graph. It also allows an organisation to compare how collaborative each employee is. Using this tool helps businesses visually understand how a collaborative team and leader dynamic would work, as well as how collaborative their current employees are. With Millenials wanting a more collaborative leadership approach, this tool will help a leader to identify the strengths of each individual and encourage them to apply them on a regular basis to facilitate excellent overall performance.
It will be even more important for future leaders to listen to their teams and be aware of how they are feeling. This will require high emotional intelligence from these leaders, a key leadership skill according to Harvard Business Review and another attribute Team Fit measures.
Are Businesses prepared for this leadership change?
At Cognisess aim to help successfully recruit future leaders in a variety of industries through their graduate schemes. Our clients include the world’s largest brewer, AB InBev to hotel giant, IHG. Our platform is designed to help identify those potential leaders who can transform organisations to operate more effectively in the digital age.
To achieve this we assess all the specific attributes an applicant will need in their industry, the job role and the culture and teams they will operate in. We also benchmark the successful factors that will be needed in the future by assessing the attributes of those current loyal and high performing leaders. This data includes career values, personality traits, emotional intelligence and cognitive abilities. Analysing current high performers not only helps to understand the qualities that make for a successful leader – but it also helps to inform which applicants to recruit to future proof a high performing future workforce.
Our expert team uses this data to construct a detailed job profile based on these collective characteristics. These become the benchmark to assess graduates and other diverse recruits on Cognisess Pro. Applicants complete a series of tailored cognitive, emotional and personality based assessments. The process results in targeted applicant recommendations, increasing the chance of successful hires. Recruiting the right talented graduates provides continuity and momentum for the organisation which can be confident it is future ready, with the right people coming through in those leadership roles.
For example, we accurately assess around 600 applicants a year for IHG’s Future Leaders graduate programme, with 90% of those hired retained over the past 2 years. Our analysis of the data over recent years has helped us observe how the previously hired graduates are successfully evolving and aligning to mirror this changing dynamic between a team and their leader, with a slight increase in the presence of collaborative skills with each annual cohort. Even the hires who saw themselves as less collaborative have a 75% chance of having more collaborative traits than they think, when we compare their self reported results with their assessment results. This shows conclusively that Millennials are naturally becoming more collaborative, regardless of whether they are aware of it – or not!
Using a People Analytics platform like Cognisess Pro allows businesses not only observe the change of skills within the workforce, but identify and recruit the kind of future leaders that have the skills set to allow their organisations to be future ready. Our Team Fit tool is becoming more vital in the changing leadership landscape – and with the line between how leaders and teams interact becoming increasingly blurred, it will be critical to recruit high performing and dynamic teams to underpin a successful organisation. If you would like to try Cognisess Pro, the most advanced People Analytics and Assessment Platform on the market today – contact us for a FREE demo today.
Cognisess takes a look at an emerging trend in People Analytics using data and insights gained from analysing some of our client’s high-profile, global graduate recruitment schemes.
It is predicted that 50% of roles today will not exist by 2025. We will need strong leaders to guide employees through today’s rapidly changing workplace. But what will a future leader look like? How can companies identify these leaders and what skills will they need?
Key skills all future leaders will need
The workplace is ever changing. Leaders will need to embrace this change to thrive. It is not only technology that is driving this change. In the future, there will be a shift in leadership style, moving away from an egocentric and hierarchical management style to focus on nurturing employees to be active and valued contributors. Instead of the leader telling their teams what they need, it will become more of an open dialogue between management and employees. This will create an environment were people and development are at the heart of the workplace. As a talent management platform, we are excited about this prospect and look forward to welcoming more organisations onto our People Analytics software.
High Emotional Intelligence
AI can process data more efficiently than humans, but there are still skills we are stronger in. A Korn Ferry study found human talent is 2.33 times more valuable compared to assets like technology. A high emotional intelligence allows future leaders to be aware of their own strengths and weaknesses as well as their teams. This means the manager can troubleshoot ways to improve themselves as well as their team – creating the strongest team possible.
This ability will be supported by AI. For example, although a manager can identify why a team may not be working well together, with Cognisess Team Fit they are able to view data on employees talents and see how dynamic the group is through a series of graphs. This data supports a leaders ‘gut feeling’ with physical results they can present to colleagues.
Comfortable with embracing and leading innovation
In the future, AI and humans will work together to optimise the workplace. A leader will need to understand the new challenges and opportunities this presents – for example data management and skill building. Managers need to be open to not only accepting new technology but also managing the relationship between employees and AI. There will be workers who aren’t as comfortable with the change as others – a high performing future leader will support these people to adapt and become confident with working with technology. This will create a united and technologically minded workforce.
To stay ahead of the curve, leaders will need to keep updated on the new tools and assessments that can enhance their organisation before their competitors. By signing up to our newsletter you will hear about our products, company updates and industry news without having to leave your inbox. Sign up on our blog page.
However, only 4% of CEOs worldwide are women according to Deloitte’s Women in the Boardroom: A Global Perspective. But the report also uncovered that businesses who have females in top leadership positions have almost double the number of women on their board. Gender diverse boards are also more likely to hire a female board chair or CEO. It seems that diversity has a multiplying effect, according to this Parliament UK report the female employment rate is at its highest since records began (71%). The current workforce is becoming more diverse than ever. In the future, females in today’s workforce will hopefully move into management positions, increasing diversity within leadership roles.
Equally, we will also need to recruit talent from all different walks of life regardless of gender, age, ethnicity, country of origin or educational background. Diversity of thinking and approach in the workplace is critical to ensure new ideas and solutions are free flowing. The danger of recruiting the same type of candidate from the same background is that you only ever get the same answers and consensus. Outside the box thinking really does come from outside of the box!
How are companies preparing for the future now?
The businesses who are adopting AI and People Analytics now are starting to get ahead of the curve. People Analytics help you to identify the attributes needed now and for the future to help develop a mobile and agile workforce for today and tomorrow.
At Cognisess we have supported a wide range of clients with their graduate programmes, from hotel giants (IHG) to the world’s largest brewer (AB InBev). These graduate programmes are developing the leadership talent of tomorrow. Although there will be universal leader traits for the future regardless of the sector (as discussed earlier on in this article), we also recognise that leaders may look different in every organisation depending on the sector or culture. For instance, a hotel manager needs to be able to work well under time pressure when solving customers queries in a fast paced hospitality environment. Whereas this would be an advantage as an AB InBev leader, but not essential.
What is the process?
Taking AB InBev’s graduate programme as an example, we initially assessed a current cohort of AB InBev’s top talent who are currently on the graduate scheme. Additionally, AB InBev wanted graduates who fitted into their strong company culture. The organisation’s most loyal employees also completed assessments on Cognisess Pro. The data collected included personality traits, emotional intelligence and cognitive abilities. The combined assessment results enabled Cognisess to uncover characteristics that correlate to success in the role and the company. Analysing their current high performers not only helps to understand the qualities that make them so successful – but informs which applicants to recruit to ensure a high performing future workforce.
Our expert team then constructed a detailed job profile based on the collected characteristics. This became the benchmark to assess the graduate recruits on Cognisess Pro. The applicants completed a series of cognitive, emotional and personality based assessments. The process resulted in targeted applicant recommendations, increasing the chance of successful hires for AB InBev. Recruiting these talented graduates who share the same values as the company and possess the qualities to lead will ensure a more efficient organisation, with the right people in those leadership roles.
Adapting to an ever-changing workforce, high emotional intelligence and being comfortable to embrace a new working relationship with AI are some of the universal traits a future leader will need. At Cognisess, we are supporting many leading companies to invest in identifying the attributes they need for future leadership and recruiting the best talent. Book a free demo of Cognisess Pro today to see how the most advanced People Analytics and AI Assessment Platform on the market today can help your organisation find the leaders of tomorrow.