Will AI empower women & how?

We are all striving to become more inclusive because regardless of a person’s gender, ethnicity or background everyone has talent and potential. With more women working than ever before, gender equality is at the forefront of most HR professional’s minds. However, there is a lack of females in leadership positions, for instance, only 25 females are CEOs at Fortune 500 companies.

This imbalance can be observed across the workforce, with men and women respectfully dominating certain industries. For example, currently 80% of US software developers are men and 85% of social workers are women. But why is this the case? The effect of life domains on girls’ possible selves study suggests that culture, socialisation and gender role stereotyping discourages females from traditionally masculine subjects such as physics and mathematics. This may influence career choices later on, which further reinforces job role stereotypes. Therefore, these stereotypes based on gender can impact society heavily but the ever-growing change for equality will help open industries to all.

Will this ever change? 

We are on the cusp of the fourth industrial revolution, and as a result, new technology such as AI and automation will transform industries and workforces. Employees will dedicate less time to routine tasks like data handling, focusing more on adding value to the company. More jobs will require a personal touch using interpersonal skills, creativity and problem-solving abilities which will favour humans over AI and other technologies. According to a study by PWC, women could initially be impacted by the development and implementation of AI and automation. However, in the long term, it is suggested that more males could be affected. This should inspire women to retrain or change career in order to stay ahead of the curve which may mean applying for roles they haven’t considered before.

Currently, there is a lack of females in STEM related fields.  Our Chief Scientific Officer, Dr Boris Altemeyer, comments that: “You can only hire in a balanced way for diversity if the talent is there and they have been educated in that field.” As this industry grows, there will be even more roles available in STEM industries. Initiatives have been created to encourage women to take STEM subjects. If this is successful, more females will be hired in typical male dominated roles. This will also mean a more diverse applicant pool. But how can HR managers ensure they are hiring the best candidates for a role, regardless of whether a position is traditionally held by a male or female?  

How can HR support this change? 

More and more businesses are introducing AI into their recruitment process. There are many benefits to adopting this technology, it saves you time, money and people power whilst allowing you to find candidates who fit into your company’s culture and team as well as the role you’re recruiting for. AI technologies can enable you to create a fairer and more diverse recruitment process. As humans are naturally prone to bias, it can sometimes influence decisions the workplace. It is common within the recruitment process as you are judging candidates on a range of skills and attributes to match the job role. However, factors such as gender and culture should not affect applying for a job (read our blog to find out more). AI removes the bias created by humans as it has the capacity to be completely objective.

“If AI doesn’t empower women, then we are doing it wrong”

Dr Boris Altemeyer

It is possible to create a recruitment process that is fair for all. But how do you define ‘fair’? Even if you programme AI software to identify the best candidates with a 50:50 gender split, it may still not be entirely fair. For instance, an applicant pool could have a larger amount of stronger female candidates. Therefore, not only would these qualified applicants miss out on this job opportunity, but the organisation wouldn’t necessarily be hiring the best candidates for the role. Dr Boris Altemeyer also reveals that “The AI needs to learn what is fair and balanced. We need to agree what we tell the AI to do in order to get the best possible outcome.” 

At Cognisess, we remove biases by making it optional for candidates to disclose age, gender, race or even the schools they attended. More significantly, this personal information is never considered in Cognisess’ set of assessments. Our system is mostly interested in assessing how your brain works. From this, recruiters can focus purely on what matters when hiring an applicant. This is called blind recruitment and it provides decision makers with an in-depth understanding of a candidate’s suitability for the role regardless of background, age, gender or ethnicity. This creates an environment for recruiters to make objective and well-informed decisions about a candidate’s potential.

Creating equal opportunities for all with AI

At Cognisess, we are constantly pursuing a fair recruitment process for all. We recently investigated if gender bias was present in one of our client’s hiring processes. Although more male applicants applied for their graduate scheme, more female candidates were successful. When candidates were asked to complete a variety of cognitive, emotional, personality Cognisess assessments, there was no bias present. The number of passed and rejected candidates reflected the difference in applicant volume of each gender. The final stage of the graduate process was a video interview. The gender was revealed in this section of the process due to the video aspect. However, in this part of the process female applicants were more likely to pass this stage than males. This could be an indication of higher presentation skills in female candidates, but it could also reflect a subtle bias in the human assessors marking the video interviews. 

This shows the effect humans could have on a recruitment process. It is important to note that bias can happen towards any group of people, including males. This is why it is important HR teams constantly refines this in order to truly hire the best applicants.  

Initially, women will be the most affected by the fourth industrial revolution. But this could be an opportunity for them to step outside stereotypical female roles and realise their potential. With a more diverse applicant pool organisations will need to ensure they have a recruitment process in place that is fair for all. If you would like to discuss how AI and People Analytics can enhance your recruitment process, book a free demo with our expert team. 

The AI will see you now… why we should trust Computer Vision

On the whole, humans are generally good at identifying emotions, but this mostly happens at an unconscious level and it isn’t always a reliable tool, particularly when it may involve having to make decisions based on this interpretation. According to psychology professor, Lisa Feldman Barrett our emotions are the brain’s method of understanding the body’s raw data. But sometimes the same sensations can be interpreted differently depending on external events. For example, a queasy stomach could be interpreted as nervousness before a job interview or excitement for an upcoming holiday.

We are reactive to the world around us. For example, if a HR professional has a disagreement with a colleague or is experiencing personal issues outside the workplace, they may bring these negative emotions into interviewing a candidate for a job. This may affect our perception of a candidate and the hiring decision.

Although we can’t change these factors, we can prevent them from influencing the recruitment process to ensure it is fair, consistent and transparent. As we enter the fourth industrial revolution and are increasingly driven by new technology, AI and Computer Vision will be on hand to assist humans in making data-led decisions that are consistently accurate and free of bias; attributes which will become increasingly important in a fast moving and compliant world.

What is Computer Vision and AI?

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 – even before we are consciously aware of making them. This means Computer Vision is able to detect a candidate’s true emotion at that moment, not 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 or sales 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.

Why should we trust machines to assess human behaviour?

Together, AI and Computer Vision are able to accurately repeat the same process over and over again. Our video analysis tool has analysed over 1.4 billion facial expressions with a 97% accuracy rate. This is an invaluable tool for humans and can be used to gain advantage particularly in dealing with scale or distance. Computer Vision doesn’t experience a post-lunchtime dip,  which is when a person feels drowsy for a few hours whilst their body digests their food.  Equally the AI doesn’t have a ‘bad day’ through fatigue which would impair their overall cognitive performance. It can process thousands of job applications and identify the top candidates, regardless of what time of day it is. This enables a recruiter to stay focused on putting their attention and expertise on the applicants that have relevant skills and abilities for the role.

As AI and Computer Vision aren’t human, they have the capacity to be completely objective (read our blog on unconscious bias in humans here). 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. AI does not need diversity and inclusion training. It’s incapable of taking an instant dislike to someone, secretly wondering whether someone’s planning on starting a family, or hiring someone who’s pleasingly similar to them.” As there isn’t any human involvement in the analysis process it supports a less bias hiring decision. Our Computer Vision isn’t programmed to see race, age or gender – it is purely assessing what an applicant is non-verbally communicating. This becomes a vital tool when companies are pursuing policies of inclusion, diversity and fairness.

Making fast and accurate hiring decisions for every candidate – every time

Our clients using our video analysis tool will be able to give each applicant a fair chance, regardless of how large their applicant pool is.

Each candidate records themselves answering a number of key questions that have been set by the company. Computer Vision analyses each video interview frame by frame, searching for positivity and expressiveness, both of which are measures of genuine passion. ​The tool is a hundred times faster and accurate than any human assessment. As a result, a business is able to identify top talent from their entire applicant pool.

Working with Computer Vision supports hiring decisions, HR professionals are able to draw conclusions from their own expertise when finally ‘meeting’ each candidate, but also review the Computer Vision comprehensive analysis on them alongside the other Cognisess assessments that analyse Job Fit, Culture Fit and Team Fit.  

Recently, we have studied the performance of the video analysis tool with our client, AB InBev – the world’s leading brewer. Focusing on the candidates who had successfully passed their video interview stage, we uncovered a statistically significant relationship between an internal assessor’s high rating of a candidate and a good positivity and expressiveness score. This further shows how accurate this technology can be and how it can be applied to create a fair and transparent recruitment process were any areas of unconscious bias can be corrected as a helpful correction mechanism to support HR professionals avoid bias.

Make every day a good decision day with AI

Everyone of us within a workforce will have good and bad days, it is an inherent part of being human, after all. But in this new age of technology, AI and Computer Vision will ensure those occasion bad days doesn’t turn into bad hiring and bad decision days. If you would like to find out more about how our video analysis tool or Computer Vision can transform your recruitment process, book a FREE demo today with our expert team.    

People Analytics will change the way HR makes its decisions: but what’s driving this change?

Amongst marketing colleagues throughout any sector of business, it is inconceivable that customers would not have their fingerprints and footprints of their data analysed to the nth degree to better understand their value, buying behaviours, patterns of consumption and preferences.  CRM and other data driven disciplines like ASO, SEO, NPS are the life-blood of decision making in marketing. Sure hunches in marketing are still important – but only if they are backed up with data. So, why is it the case, that HR do not as yet apply the same rigour in better understand human potential and performance when making key hiring and appraisal decisions?

HR and People Management have always been an inherently human set of processes…. the clue is in the title. But are people necessarily the best judge of people? Traditionally HR, hiring managers and recruiters are trusted with the responsibility of using their experience to assess and select the best talent available in the market. Knowing what a ‘good hire’ looks like is part logic (reviewing CVs and experience track record) and part intuition (having a feel for whether the person will fit the organisation through interviews).  Both of these practices are fraught with inconsistencies, inaccuracies, subjectivity and even bias (unconscious or otherwise). But in fairness to the HR profession it has been very difficult, up until now, to replace the wisdom of experience with anything else.  But advances in Big Data, Cognitive NeuroScience, automation and machine learning – have heralded a new era of certainty and reliability in the form of People Analytics: the science of assessing people through data.

New Technology – New HR Solutions

Humans and AI are finally able to start working together to make better business decisions. In a recent McKinsey study, 47% of executives have embedded at least one AI capability into their business process.  However, HR remain the function which is least convinced of the benefits to their organisations in deploying AI in HR falling way behind operations, product development, service delivery and marketing and sales. Lack of coherent internal and external data sets, lack of skills to operate in an increasingly digital and data driven HR environment and lack of leadership to drive changes in traditional practices: are some of the main reasons cited for lack of uptake amongst businesses for People Analytics.

As a pioneer in bringing machine learning and People Analytics into the HR market over the past 5 years, here are a number of key benefits that Cognisess have delivered for those companies who have been early adopters for AI in HR.

Saving time – AI has an appetite for data. It is able to process applicants and identify the top candidates faster than an employee manually organising them. This means HR managers can spend more time preparing applicants for the role. Recently the world’s largest brewer, AB InBev, was able to interview their strongest candidates just 3 days after they’d sent in their application. Before employing Cognisess Pro’s people analytics, it took them 10 days. Cognisess saved them time, enabling them to hire the best talent faster.

Saving money – One bad hire can cost €45,000 (£39,294) in loss of productivity. Predictive analytics cannot foresee the future, but in can prevent unsuitable candidates from advancing through the process. It reveals not only the best talent –  but also those candidates who will fit or adapt into a specific company the culture, thrive in the role and therefore stay – thus saving companies a considerable amount of money and resource in the long term.

Increasing diversity, decreasing potential bias – Humans are naturally biased, and although we all do try to minimise it, our bias is always subconsciously present. In the past, there was no way to eliminate it from the recruitment process – predictive analytics and machine learning has completely transformed this. For instance, Cognisess Deep Learn ™ our AI engine, doesn’t take into account race, gender, age or background. Instead, it focuses purely on a person’s cognitive ability and emotional and social attributes to perform to any given role. This change allowed hotel giant, IHG, to eliminate potential bias by 93% from their recruitment process. This not only increases their prospect of developing a truly diversified workforce, but also demonstrates a clear commitment to fairness and inclusion for the employer brand.

How will it transform HR?

“Companies who adopt a predictive analytics system create a brighter future. They not only gain useful objective data on their applicants and employees, but they also gain insight about their talent pools. Managers can identify strengths and weaknesses – even uncovering hidden talents!” Comments Chris Butt, CEO of Cognisess. This approach encourages employees to develop their adaptability and skills whilst managers can better envision a person’s progression in a business by using AI to create complete picture about people and their potential.

As People Analytics become more affordable, accessible and user-friendly we will see many more companies recruit and appraise through a predictive analytics platform, whilst dialling back less reliable traditional recruitment methods. Forward thinking companies such as DFS and Knight Frank are already using our predictive analytics platform, Cognisess Pro to transform their approach. Cognisess Pro’s objective method of assessing talent works well to support and validate recruiters ‘gut instincts’ about a candidate with the data and evidence to back up why they are a good fit for the role. With Cognisess Pro, companies can constantly refine the attributes they are looking for whether it’s short term memory or emotional intelligence – or any other of 120 attributes the platform analyses.

The benefits for HR

Increased Efficiency

With 73% of applicants abandon job applications if they take longer than 15 minutes, there is clearly an art to retaining candidates until the end of an application. Cognisess Pro’s gamified assessments engage the candidate whilst gaining insights for the recruiter – 90% of applicants have a positive experience on the platform. “Our clients often see an increase in applications using our platform.” Reveals Chris Butt, CEO of Cognisess. A positive application experience also leaves candidates with a good first impression of a business.

Increased Diversity

With ethnically diverse teams outperforming non-diverse teams by 35%, it consciously pays to focusing on a person’s innate abilities and skills to identify what a balanced and diverse team fit looks like. Predictive analytics create a fairer process for all by removing subjectivity and bias. Typically recruiters are disposed to hiring the type of person they personally connect and recognise through experience or preference – rather than ability or potential.  Having a more objective approach greatly increases the chances of a building a more diverse and productive workforce.

Increased Speed to Hire

People analytics allows HR to recruit quickly cut through the volume of applicants and information to identify the best talent whilst creating a positive and fair process for every participant. Simultaneously the technology allows recruiters and managers to monitor and benchmark their existing employee talent pool to quickly spot opportunities to redeploy talent – rather than always reaching for an external solution.

Learn more about AI in HR

Cognisess is already supporting some of the world’s leading businesses to transform their approach to managing talent and potential. 

For more insight, download our recent case study with global hotel giant IHG.

What is unconscious bias and why it should be reduced in talent recruitment?

Unconscious bias: a brief overview

Every one of us carries a degree of unconscious bias. This is informed by our personal experiences, stereotypes and cultural context. It’s the way our brains make quick judgements about people and situations without us even registering it. Ultimately these inherent biases can impact decision-making in the hiring process. For instance, during a study by PNAS, participants were invited to review a number of job applications. Despite the applications being randomly assigning a male or female name, each reviewer was more likely to conclude:

  • The male applicants were better qualified than female candidates.
  • They were inclined to hire male candidates over female applicants.
  • The male applicants were deemed more worthy of a higher starting salary than the female candidates.   
  • They were more willing to invest in developing a male candidate than a female one.

This is a prime example of unconscious bias at play. Although reviewers didn’t deliberately discount females because of their gender; their unconscious bias did. Ultimately this would impact on the hiring decision, career development and salary of the candidates. It may have even prevented the best candidates from being considered for a position.

Can bias ever be eliminated or at least reduced?

“Because we are all human, we all harbour conscious and unconscious biases. Sometimes they’re useful – like when we stubbornly always choose to stay at our favourite brand of hotel; but often they’re not. Even when we try our best to identify and minimise them, they are always there as they form an intrinsic part of being human,” revealed Cognisess CSO, Dr Boris Altemeyer: “

Although this bias is instinctive, there are methods recruiters can use to minimise the risk of affecting hiring decisions. The emergence of artificial intelligence provides an effective solution to reduce bias. According to Dr Altemeyer: “AI doesn’t have to worry about understand its own unconscious bias, because it has none.”

Cognisess Pro, our market leading AI recruitment platform, makes it optional for candidates to disclose age, gender, race or the schools they went to and that can be hidden from assessors too.  More significantly this information is never taken into account for Cognisess assessments. This is called ‘blind recruitment’ and focuses purely on the attributes and abilities that matter when hiring a candidate. This process provides decision makers with an in-depth understanding of a candidate’s suitability for the role – regardless of background. 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, CIL 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.

Why should companies strive to minimise it?   

It is a given that leading recruiters are committed to a fairer recruitment process for applicants. This is important in building a credible employer brand and reputation to compete in the talent market.  But making a conscious effort to remove bias also provides other significant benefits. “Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.”  according to a recent Mckinsey report. Adopting an approach like Cognisess Pro which can reduce or eliminate bias, will lead to the development of a more diverse workforce.  “Teams which have a more diverse composition bring so much more to the business in terms of having strength in depth to maximise opportunities like problem solving, creativity, customer empathy and innovation which can benefit a company in both the short and long term,” confirmed CSO, Dr Altemeyer.

Additionally, a recent analysis of talent attraction strategies revealed that  67% of applicants want to join a diverse team .  Focusing on this will support companies to attract more candidates and the best talent into the applicant pool.

Taking the first steps to address bias

“In the battle for talent, not every company is going to win the hearts and minds of the top 3% of graduates every year – and that thinking in itself is a form of bias”, stated Cognisess CEO Chris Butt: “Therefore companies have no other option to but too look beyond the obvious to identify talent in its many forms and how it can ably fill the skills gaps they have.”

Cognisess Pro is the most advanced People Analytics and Assessment Platform on the market today bringing AI to HR. It is helping companies create a fairer process and pinpointing the best person for the role based on ability and potential – not gender, age or race. If you are uncertain of how to best start the journey of integrating AI into your HR processes, contact us today to schedule a demo.

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.

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 of Cognisess Pro – the most advanced People Analytics and Assessments Platform in the market today.

The Future of Artificial Intelligence in the Workplace

“Work shouldn’t be a race between humans and machines, but a part of life that helps people recognize their full potential.” Said Klaus Schwab, the founder and executive chairman of the World Economic Forum. Similarly at Cognisess we believe the future artificial intelligence (AI) will not dominate the workplace, instead it will integrate and replace many outdated methods to create a more efficient, data-driven HR function.

Our CSO, Dr Boris Altemeyer has recently commented that “the relationship between AI and humans will be one of augmentation – not automation –  so we should be prepared to collaborate with these new technologies which will bring huge benefits to the way we make people decisions.” Below Cognisess has highlighted how AI will transform your future workplace.

Traditional Recruitment Methods will be Replaced

This is already materialising. Cognisess is collaborating with numerous brands, such as Vauxhall, to implement AI in their recruitment process. Deloitte Human Capital Trends research also found that 38% of companies are currently already using AI in their workplace.

AI is making it possible to recruit potential, basing decision making on a candidate’s capabilities instead of their credentials. Boris Altemeyer, Cognisess’ Chief Scientific Officer, told Growth Business that: “rather than asking a person to qualify whether they think they would be good at something, they can be tested to find out where they have the actual potential to be good. This opens up the use of AI to further enhance recruitment, employee performance and career learning & development. By providing an even more accurate and scientific understanding of people’s’ true talent and potential.”

According to Talent Board, 47% of applicants have no communication with employers for at least two months after handing in their application. This demonstrates how difficult it is to manage the volume of CVs companies receive. In compassion Cognisess Deep Learn, our AI analytics engine can process millions of data points in real time. This increases the number of candidates a company can process in a quicker time frame, with an increased chance of finding the right person from a wider pool of candidates. CV’s will not be able to compete long term with Deep Learn’s efficiency and data on each applicant’s cognitive performance, behaviour patterns, emotional intelligence, core skills and personality traits.

AI Will Allow Us to Focus on the More ‘Human’ Tasks

AI can process data more efficiently than humans, but there are skills we are stronger in. A Korn Ferry study found human talent is 2.33 times more valuable compared to assets like technology. “At the very core of Cognisess is a desire to realise people’s potential. People are a company’s most valuable asset and we have developed our AI software to nurture employee’s skills” Comments Chris Butt, CEO of Cognisess.

HR admin roles have a 90% chance of automation by 2035, in comparison, HR managers only display a 0.6% chance. AI is capable of handling data and performing mundane tasks, but lacks soft skills. HR Managers need to solve conflict between two employees or creatively problem solve – which AI is unable to do. At Cognisess, we have observed that our clients are able to make a more informed hiring decision when they have data on each individual. Cognisess Pro is able to identify the top candidates for the role, but ultimately it is down to the judgement of the recruiter on who they believe is the best candidate.

The Key to a More Productive Future Lies in People Development

In the future employee’s roles will involve more soft skills, dedicating less time to routine tasks like data handling and more time on adding value to the company – whether that is through their people skills, creativity or problem solving abilities. Cognisess Pro will give the workforce an opportunity to retrain their skills in preparation for this. The Deep Learn AI engine measures your skills through a series of assessments to identify an individual’s strengths and weaknesses.

As a company, we will evolve our technology according to the needs of the workplace. For instance, we identified it is difficult to achieve the right team dynamic and an incorrect employee combination can lower productivity – so we created Team Fit. If you would like to discover more about high performing teams, read last weeks blog here.

AI will have a concrete presence in our future, not to replace us, but to transform our workplace for the better. But why wait for the future? Live in the future now by signing up to Cognisess Pro. Cognisess Pro has 120+ cognitive, emotional and base skills assessments and is able to differentiate between poor skill and conditions such as dyslexia. Reap the benefits of the future today.

Contact us to schedule a demo of Cognisess Pro – the most advanced People Analytics and Assessments Platform in the market today.

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Humanising AI

 In light of recent data privacy and GDPR developments and the associated fallout, this recent article from the Guardian which quoted Cognisess raises some interesting and valid points.  We do welcome this debate and think it is very timely.

However, whilst it rightly challenges where the human value is within these new systems – it perhaps underplays the significant benefits that predictive analytics and AI can offer job seekers and employees when done right.

We have seen the introduction of AI and automated processes, working in parallel with trained professionals, bringing greater transparency and less bias than traditional HR and recruitment practices, which can often be inherently flawed, with limited accountability. And that can only be a good thing.

We have also noted this technology enabling a greater democratisation of human capital, particularly with startups and SMEs who need access to affordable and dependable tools that are currently only available at a premium price to bigger companies. It’s the smaller players who have fewer resources and need to move with greater agility, who will benefit most from this revolution. Of course, the bigger companies will benefit from managing their scale better with greater transparency but it’s the army of smaller businesses who have the greater need to work smarter, faster and take greater risks in their talent acquisition efforts.

While the games and quizzes the Guardian mentions do indeed help to indicate which candidates might or might not be the best fit for a role, they can also empower people, from students to seasoned professionals in helping them to understand exactly where their talents lie and therefore more easily find the right opportunities to fulfil their potential.

Currently we rely on hearsay as to why we might not be successful for a job role or promotion. But now you as a candidate or employee can expect an accurate and transparent account of where your skills did not match on that occasion. This is a tremendously human improvement from the current level of feedback one might expect. Over stretched Human Resource professionals will never have the time or tools to accurately feedback detail to all candidates with the same speed and accuracy as the AI will.

And rather than ‘bewildering’, these tools are designed to help identify attributes which may often be overlooked by a fatigued or distracted interviewer. It is no fault of recruiters or employers that the job market is becoming increasingly complex. The bewilderment factor is in fact more prevalent from the speed at which the demand for new skills and capabilities are emerging.

Through candidate focused platforms like our Yondur.com and others, candidates can now freely familiarise themselves with a range of assessments and job requirements, and use these supporting resources to help them with both their search and their personal development.

Undoubtedly, workforce and HR Analytics is a rapidly evolving and growing industry and increased competition is a good thing, but quality will remain as important as ever, as will delivering real value and reliability for employers and employees alike. We believe that systems like Cognisess Pro will in fact add a stronger human dimension – if for no reason other than managers will have the time and accurate information to make the best people decisions.

Over the coming weeks, we’ll be running a series of articles to highlight some of the work we’ve been doing in these areas with our advisors and clients to ensure that maximum transparency and data integrity is enshrined throughout the Cognisess platform and procedures.

For more information about how Cognisess uses AI to reduce bias for HR and recruitment practices contact us at support@cognisess.com.

Combating Bias in Recruitment: Cognisess addresses the issue in the Sunday Telegraph article

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 support@cognisess.com.

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Cognisess heads to Toronto for UK accelerator business programme

Cognisess the UK-based, leading HR Analytics & Software company has been selected as one of 17 leading AI companies in the UK to form a trade delegation to Canada from 19-22 March 2018.

Following a rigorous selection process, Cognisess were identified as a key prospect to participate in Innovate UK’s Global Business Accelerator programme where leading UK AI businesses are sponsored to spend 4 days in Toronto meeting with Universities, Accelerators, R&D institutions in the AI sector as well as Venture Capitalists.

“We are grateful to Newable, Innovate UK and the Enterprise Europe Network for making this opportunity possible” commented Chris Butt, Cognisess CEO. “The timing for this programme couldn’t be better – we now have a well established customer base in the UK & Europe with strategic partners in Europe, Australia & Israel – but North America is the next big push for us. Toronto is an exciting location for technology collaboration, innovation and investment and we feel there will be scope to find the right partners who can help leverage our market leading AI platform into the US & Canadian market with scale.”

The delegation features emerging technologies such as robotics, proximity marketing, influencer marketing, VR and web censorship.

For more information about Cognisess and our leading HR Analytics software contact us at support@cognisess.com.