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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 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

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:

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

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Cognisess named as a prominent global player in growth projections for Predictive Analytics

Global market intelligence firm HTF Consulting recently conducted a survey for the growth trajectory of the ‘Global Neural Network Software Market 2017-2021’. Essentially, sizing the market growth for neural networks within the AI and Machine Learning sector. HTF Consulting are forecasting that over the next 5 years the growth in demand for predictive analytics tools will achieve a compound annual growth rate (CAGR) of over 25%.

Key players cited in driving this growth were the usual suspects including Hewlett Packard, IBM, Intel and Microsoft. However, alongside these US tech giants, a number of other smaller but no less prominent firms were named as significant contributors to this impressive growth forecast. Cognisess were one of only two UK based software companies cited in the study.

Chris Butt, CEO said: “We are delighted to be recognised in this survey. Cognisess and Deep Learn, our AI/Machine Learning engine, are providing employers and recruiters an transformational alternative to the old, subjective ways of hiring and understanding people. We’ve made the technology available so companies of all sizes can use – from SMEs to larger enterprises.

“Our algorithms are ‘non-biased’ – they do not take into account gender, age, background or ethnicity – we are simply interested in what ‘attributes’ are important and/or predictive for job or team fit. These could be cognitive, emotional, behavioural and are often a combination of all. And because we offer more than 100+ measurable attributes we can build complex models to predict performance.”

This survey chimes with another recent report issued by Gartner, the world’s leading research and advisory company which concluded:

  • By 2025, 50% of global midmarket and large enterprises will have invested in a cloud-deployed Human Capital Management (HCM) suite for administrative HR and talent management.
  • 66% of CIOs believe there is a talent crisis in the world … yet there is surprisingly little talent innovation.
  • CIOs must particularly consider new approaches to acquiring and keeping top talent.


These expert opinions very much chime with Cognisess’ view of the emerging market for Predictive Analytics for People. As an early pioneer in the Cognitive Neuro-Science and Technology space for over a decade, Cognisess has seen the interest and demand from corporates ramp up steeply over the past 12 months with a growing recognition that the twin pressures of complexity and scale in hiring and retaining people are simply beyond the capabilities of humans alone to manage.

CEOs, CIOs and HRDs are now planning for a future where predictive analytics, AI and machine learning will provide the bedrock of bias-free assessment of peoples’ talent and potential. Cognisess has long advocated that deploying tools like Cognisess Pro will bring huge benefits by increasing diversity, innovation, social mobility and productivity whilst widening opportunity in the recruitment and employment market. This will not only be good for business but also good for society.

It is exciting that there is finally some market validation which seems to indicate our vision for this market was well placed.

For more information about Cognisess, then email

Find out more information about the study here: or for the Gartner report here: