black woman job interview

How to create a fairer recruitment process for BAME applicants

The recent Black Lives Matter movement has created an awareness of the prominent racial inequality globally. In fact, last year the Guardian reported that black Britons and those of South Asian origin faced shocking discrimination at levels unchanged since the 1960s.

Perhaps your company wants to support this movement by creating a fairer recruitment process. Currently, BAME (Black, Asian and Minority Ethnic) applicants face an uphill battle in the hiring process. Applicants from minority ethnic backgrounds have to send 80% more applications than a white British person before they get a positive response from a company; according to a study by the Centre for Social Investigation at Nuffield College, University of Oxford. Even if they progress onto an assessment centre or interview stage, black and ethnic minority candidates are 14% more likely to be rejected than white candidates. 

But why is this the case? 

Humans unconsciously process 11 million pieces of information per second. In order to manage this mass of data, our brains have had to adapt by creating ‘shortcuts’ to help us make decisions. Without this, we would be paralysed into making no decisions or just random ones. This is called cognitive bias.  Every one of us carries a degree of unconscious bias and is informed by our previous personal experiences, stereotypes and cultural context. 

Although we may not intentionally be applying bias, our brain automatically applies these ‘shortcuts’ to make decisions quickly. For example, Harvard Business School discovered employers aren’t prejudiced against women because of their gender, but because they have the perception that men perform better in certain tasks. Ultimately, these inherent biases can also impact decision-making for BAME candidates in the hiring process. 

How can you rectify this?

Unconscious bias is an inherent part of being human. Once we realise we can be prone to unconscious bias, despite our best efforts, we should be turning to AI as a helpful tool to help keep us compliant and open up the recruitment process.

Our Chief Scientific Officer, Dr Boris Altemeyer, revealed to Information Age that “AI doesn’t have to understand its own unconscious bias, because it has none.” Because AI is objective it can assist you in identifying the strongest candidates. 

Learn more about unconscious bias here. 

Solution: Blind Recruitment 

Creating a fairer recruitment process is simpler than you think with an AI-driven recruitment platform such as Cognisess Pro. Our AI can assess and objectively identify the best candidate by purely focusing on skills and abilities. By combining this with blind recruitment you will create an overall fairer process. Information such as age, gender and race is hidden from assessors and is never taken into account for Cognisess assessments. These details may unconsciously influence a hiring decision. This is called ‘blind recruitment’ and focuses purely on the attributes that matter when hiring a candidate, for instance, emotional intelligence, task switching and resilience. This process provides decision-makers with an in-depth understanding of a candidate’s suitability for the role – regardless of background.

Taking the time to craft a fairer application process may also increase the number of diverse applicants who apply. Additionally, a diverse team has a variety of benefits. For example, it can equate to a more profitable company, a McKinsey report uncovered that “Companies in the top quartile for racial and ethnic diversity are 35 per cent more likely to have financial returns above their respective national industry medians.

Cognisess Pro was recently awarded best AI product in HR by CogX. The platform is data-driven with 50 assessments to choose from measuring over 120 attributes. This range of data has been proven to assist companies like AB InBev and IHG  make better informed and fewer bias decisions about recruitment and assessments.  For example, hotel giant IHG has recently eliminated potential bias by 93.75% using Cognisess Pro, enabling a fairer and more accurate approach to talent management compared to their more traditional recruitment processes.

Although we can’t help our unconscious bias, we can use AI as a tool to help reduce these biases to strive for a fairer recruitment process. Schedule a free demo to find out more.  

computer in new work place

The new normal: How has the workplace changed?

All around the globe the COVID-19 pandemic has taken away lives and jobs, damaged industries and enterprises, and turned the unimaginable into the usual. A return to normal, whenever it comes, will be a different normal. What we do right now will define the future, and yet making decisions and acting with assurance has never been more challenging.

Communication is key

Be aware that what leaders think they’re communicating isn’t always being perceived the way they intend. Research shows that 74% of executives say they are currently helping their employees learn to work in new ways, yet only a third of surveyed employees said the same: a 36-point gap. Moving forward, feedback loops need to be built into all interactions with employees.

Creating a feedback loop

Sustaining communication, collaboration, capabilities and culture in a virtual operating model is now the work of HR leaders. How are they shifting to a full “work-from-home” model that keeps the workforce engaged and productive, setting up virtual agents, keeping track of essential workers in the midst of a crisis, and standing up a robust online learning platform, all while simultaneously planning for re-entry and an unknown new normal?

In response to this, we have created survey templates so you can create this feedback loop. Example templates include quality of life, coping in a new world, leadership check in and working as a team. Alongside these sets of questions, you can add your own, allowing you to ask the questions that are valuable to your organisation. 

Smarter workforce planning

This rapid change means it’s now time to plan accordingly: 

Strategy and company policies that support remote and distributed work, with specific guidelines and rules in place.

• A culture that applies the underlying principles of agility across all aspects of the business, enabled by strong digital communication methods, tools, and ways of working.

An accelerated online, personalised skills and development strategy for employees to adapt to new needs and reshaped business. This can be successfully executed on our online platform, Cognisess Pro – find out more here.  

A renewed vision of talent sourcing, and how work gets done in a remote environment where all resources are now equidistant and accessible digitally. For example, job sharing, crowd-sourcing and distributed talent sourcing

The future is here. By planning and adapting with the current climate you can ensure your employees feel supported during these are uncertain times. Our expert team can assist you with this. Contact us today to discuss how our platform can be your solution.  

woman working remotely

How to stay productive when working remotely

The coronavirus outbreak has transformed the way we work. More employees than ever are working remotely. For some, it may be another challenge to navigate alongside the outbreak. In this blog, we will explore how to stay productive outside the office environment.

Get a consistently good night’s sleep 

A good night’s sleep is key to a productive day. This study found that U.S workers who sleep less compared to the rest of the workforce have “significantly worse productivity, performance, and safety outcomes”. They also estimated a $1,967 loss in productivity for each employee from their lack of sleep. However, if you are feeling particularly stressed about the lockdown it can be hard to fall asleep. This becomes a vicious cycle of needing sleep but not sleeping, causing you to become more tired and stressed. This limits how productive you can be throughout the working day. 

Creating a bedtime routine will help you sleep better. This includes avoiding electronic devices an hour before bed to meditate or read a book instead. The NHS website also advises keeping your bedroom as a place to only sleep in,  as there is “a strong association in people’s minds between sleep and the bedroom.”. If you are working in your room, move your desk to a different space to create the ideal environment to sleep in. 

Work with the right people

Perhaps you are a manager trying to not only manage your productivity, but your team’s too. It can be hard to feel united as a team when you are not in the same room. Team composition can greatly impact on performance. A Bandran Hall Group survey reported that 72% of all organisations viewed team performance as having a positive effect on overall productivity. Cognisess Team Fit can support managers with the evaluation of their teams. For instance, if a sales manager notices one of her teams are not working well together she can use Team Fit from the comfort of her own home to diagnose the imbalance and apply an informed solution.

Team Fit is a tool to help organisations create diverse and high performing teams. Learn more about Team Fit here. If the right people are working together you can ensure that they will be productive without a manager constantly checking in on their progress. 

Based on our analysis of self-reports from employees, teams that have gone through a guided Cognisess Team Fit exercise tend to communicate in a better and more constructive way.

Take a break 

Research conducted by the Draugiem Group found the employees who where the most productive didn’t work longer hours. They took regular breaks, for every 52 minutes they spent working they took a 17-minute break. These breaks were usually taken away from the computer, for instance, taking a walk, reading a book or talking to coworkers (not about work). 

This schedule can easily be performed at home. Taking regular breaks may make you feel more relaxed and in a positive frame of mind to tackle any tricky tasks.    

Although we are in the middle of a pandemic, working remotely doesn’t need to be a challenge. By getting enough sleep, working with the right people and establishing a routine where you take regular breaks will ensure that you are reaching your full potential. If you would like to discuss how our platform and expert team can help you during this challenging time, please contact us. 

Work sticky notes for coronavirus

How to create a great candidate experience during the coronavirus outbreak

At present, 9,529 people in the UK have tested positive for coronavirus. As the population starts self-isolating, how can companies keep connected with the top talent? 

Jobseekers now have plenty of time to apply for positions. However, Recruiting Brief found that 80–90% of applicants say a positive or negative candidate experience can change their minds about a role. By creating an excellent candidate experience you will ensure that your company is an applicant’s top choice.  

At a time where everyone feels a little isolated from the world, it’s more important than ever to keep connected. Using a virtual recruitment platform like Cognisess Pro will help you keep the recruitment process moving. The platform can be accessed at home using a wifi connection, ensuring the safety of your staff and the applicants.   

Here are a few ways you can use our platform to create a great candidate experience. 

Engaging assessments

Perhaps you have an assessment centre day as part of the recruitment process, however, due to the ban on mass gatherings you are unable to undertake this. By rescheduling for later on in the year you are risking the top candidates being hired elsewhere.

On our platform, we have over 60 scientifically-backed assessments 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, which will make 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.

Meet them through a video interview

People are an essential part of a company. It is important to hire applicants who will positively represent a business. Although currently you are unable to meet potential hires in person, using a video interview tool will help you meet each applicant virtually. You may also use our DeepLearnTM  Video Analysis tool to detect a candidate’s true emotion at that moment, not what they may like to present to an interview panel.

Each candidate records themselves answering several key questions that have been set by the company. HR professionals are then able to draw conclusions from their own expertise.  Our Computer Vision technology is then able to 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. 

Keep in contact

80% of job seekers say they would not reapply to a company that didn’t notify them of their application status, according to Lever. In this uncertain time, reaching out to inform candidates of their progress will be seen as a thoughtful gesture. The candidate will most likely remember this positive experience when they decide whether or not to accept the job.  On our platform, it only takes a few minutes to keep connected and send a message to your candidate pool. 

The coronavirus outbreak has changed how we work. More people now work remotely and connect online, therefore it’s also time for the recruitment process to adapt. There are many ways you can create a good online experience for candidates, from video interviews to regularly communicating with them. If you are interested in using the Cognisess platform for this, our team is working remotely and can give you a free demo of the platform.  

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. 

a self-disciplined woman

Are self-disciplined people happier?

It is surprising to think that self-control could make you happier.

This groundbreaking 1998 research found that self-control is like a muscle. You can exercise this muscle by resisting that morning cup of coffee for another hour. But as the working day progresses your self-control ‘muscle’ gets tired, affecting your performance. Professionals have tried to combat this by beginning with the most challenging tasks in order to get the most out of their self-control abilities. Other high performers decrease the number of decisions they make in a day, Obama once told Vanity Fair that: 

“You’ll see I wear only grey or blue suits. I’m trying to pare down decisions. I don’t want to make decisions about what I’m eating or wearing. Because I have too many other decisions to make.” 

We’re entering an age where technology will decrease the number of decisions we make or make it easier. For instance,  AI will make processes and decision making a lot simpler by either performing our mundane tasks or advising what the best hiring decision is. Allowing us to apply self-control to the most important tasks. 

Happiness and self-discipline

This study found that self-disciplined people are happier. The research also revealed that participants who had higher self-control were better at choosing the best option when conflict arose than people with lower self-control. It’s not surprising that this ability would aid high achievers who regularly need to make the right decisions for a company. 

What do high performers have in common?

We identify and work with top performers from a variety of sectors. Although each sector has its unique attributes that ensure success there are a few traits which are universal. Our Chief Scientific Officer, Dr Boris Altemeyer, comments on this: 

“These studies are an excellent example of the assessments and consequent results that we see in graduates on Management Fast Tracks. The ability to suppress initial urges to ‘react’ and consciously prioritise and ‘ignore’ unhelpful distractions or ‘reactive urges’ is key to become highly proficient in many areas. The outstanding people we have had the great pleasure of assessing and working with tend to score high on the attribute of Response Inhibition. It will be interesting to see whether this allows them to maintain higher levels of emotional wellbeing over time as well – often critical in the roles that they are in, and generally beneficial for all of us to look after.”

Each individual has their own unique set of abilities. Within a team of people there is going to be varying levels of will power. A team can support each other in improving their self-control, for instance, only bringing in healthy snacks so no one is tempted by junk food. In general, we believe a strong team has a range of abilities. For example, an extroverted person is able to effectively engage with clients, whilst an introvert on the team can problem solve an issue they are having. 

Discover how self disciplined your teams are 

On our platform you can assess an employee’s Response Inhibition, allowing you to see if they are reaping the benefits of this attribute. However, you can save time by assessing your team as a whole with our Team Fit tool. 

Team Fit is designed to assess how well a team functions in relation to interpersonal chemistry (Social Cohesion) and diversity of thought (Cognitive Fit). The process is designed around a combination of standardised online assessment instruments and customised surveys for teams of up to 100 members. You can also view reports detailing descriptive feedback, key takeaways, general feedback and insights. Armed with this scientifically backed information, it will make managing a team slightly easier. Find out more about Team Fit here.  

There are many methods we can use to improve our self-control to optimise our day and the decisions we make. Teams may find it easier to support each other in improving this ability. Finding out what your team’s Response Inhibition or collective abilities are will allow you to optimise your decision making. Book a demo with us to try our Team Fit tool. 

HR discussing hiring decision

How that bad hiring decision was made

Have you ever wondered how a bad hiring decision is made? Although we try to hire the most suitable candidate, sometimes bad hiring decisions are made. But this isn’t by coincidence, here are some factors that can influence a hiring decision. 

Was there bias at play? 

Humans unconsciously process 11 million pieces of information per second. In order to manage this mass of data, our brains have had to adapt by creating ‘shortcuts’ to help us make decisions. Without this, we would be paralysed into making no decisions or just random ones. This is cognitive bias.  Here are the 4 reasons why bias could influence a hiring decision.  

  • Too much information – Too many great applicants? Or maybe an applicant’s supporting statement is far too long.  If there is too much information humans are drawn to details that support their existing beliefs. For example, Harvard Business School discovered employers aren’t prejudiced against women because of their gender, but because they have the perception that men perform better in certain tasks.
  • Lack of information – In contrast, when there isn’t enough information our brain fills in the gaps. This includes filling in characteristics of a person or a group from prior history or stereotypes. 
  • The need to act fast – Did the position need to be filled quickly? When we need to make a decision quickly we tend to choose the option that is the least risky to avoid mistakes and preserve our status in a group.   
  • What should we remember? In a world packed with information, our brains need to decide which elements will prove useful in the future. Our minds have created a few methods to enhance storage space, for example, the brain prefers generalisations over specifics because they take up less space.

Learn more about bias here. 

Was the recruiter in a bad mood?

However hard we try to prevent it, our emotions are still a key influence when we make a decision. 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. It is harder to rationalise when we are experiencing negative emotions. The brain is focused on how angry or sad we are instead of the decision at hand.

What time of day was it?

Humans have natural energy highs and lows throughout the day which can impact the decisions they make. This study found that judges would give harsher sentences before their lunch break and were more favourable after, despite the cases being similar. Depending on the time of day a recruiter could make the wrong hiring decision because their energy is low. 

There were too many factors at play 

According to this study, we can only take 7 elements into consideration at once. It might be challenging to make the best decision if there is more than 7 equally qualified candidates for a job, or more than 7 important personal qualities detailed in the personal specification. 

However there is a way to ensure that you make the best decision, regardless of how many factors are at play. A platform like Cognisess Pro is able to consider up to 120 attributes in relation to a candidate’s suitability for a role. This is a lot more information than a human can process. The platform then can present it’s findings in a condensed way to aid HR’s decision making.  

Harness the power of technology

We can’t control the world around us. Sometimes our environment will influence our decisions and other times it could be our unconscious bias, an inherent part of being human. Although we can’t prevent these factors we can ensure they don’t allow you to make a bad hiring decision. Technology is free from human qualities like unconscious bias and energy levels, therefore it can be used as a tool to help us navigate a tricky hiring decision. 

Book a demo with us today if you would like to discuss how Cognisess Pro can help you hire the right person every time. 

How our emotions influence the decisions we make

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. 

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

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 of Cognisess Pro – the most advanced People Analytics and AI Assessment Platform on the market today.