Andries Pretorius of One Step North challenges the Cognisess Team.

When we lose an hour of sleep for daylight saving there is a 23% spike in heart attacks. Workplace accidents increase, as does the suicide rate.

Ok Andries you have our attention.

The Cognisess team recently joined a two-part programme introduced to us by Andries Pretorius, former Welsh Rugby International – turned – Master of Business Psychology.

Founded on his experience and published research in professional sport, Andries and his team at One Step North https://www.1stepnorth.com/ offer a full range of bespoke training services to ‘unlock personal and team performance.’ 

He refers to ‘mental GOOD health’ and offers a number of insights and recommendations for promoting and preserving it. 

Great to see familiar faces smiling. Thanks for the element of humour One Step North.

What did he tell us?

In session 1 we are taken through the effects of hormones on our bodies, attitudes, function and performance:  Cortisol, Endorphins, Dopamine, Serotonin, Melatonin and Oxytocin.

Largely, the information he gave us was nothing we hadn’t read or heard before but his presentation certainly woke us up.  He cleverly illustrated how and why we react like we do to certain situations, under varying levels of stress.  He highlighted factors like caffeine intake vs hydration and the importance of eating something green for breakfast.  Did you realise that just 2% dehydration can affect concentrate … erm … what was I saying?  Gulp.

Session 2 focused on the importance of sleep for our physical and mental wellbeing.  Especially pertinent at present, whilst many of us are battling home school as well as work and increasingly working evenings and weekends.  It was quite a wake-up call, (excuse the pun), to many of us and enjoyable to spend time with colleagues discussing our wellbeing.

What was the feedback?

Feedback from the Cognisess team was excellent and we thank Andries for his time.  Many of our colleagues have taken onboard a number of his suggestions and the general feeling was of positivity for taking time out to think about ourselves.

What resonance with Cognisess?

One of the benefits of using the Cognisess platform is to enable potential.  Identifying, enabling and nurturing talent, whether existing or new must be a priority for every business.  People who feel valued, visible and recognised within an organisation, have better mental and physical health and are more productive.  Fact.  We are exploring ways in which we can work together with One Step North on our journey into a better workplace future.      

On a personal note, it struck me that much of this we consider in the wellbeing of our children … from diet and hydration, to exercise and even the importance of a bedtime routine and limited screen time.  I personally feel neglected … by myself.

I am definitely having a glass of water before my morning coffee now.  Baby steps.

Note:  Cognisess is also taking part in a study conducted by Thrive at Work West of England into mental good health in the workplace.  I look forward to telling you more as it unfolds.   

Adverse Impact and Hiring

What do we mean by Adverse Impact?

By Nick Jarman – Research Assistant at Cognisess

…Adverse Impact is most pertinent when it has a negative effect on candidates of a protected class, namely: Age, Disability, Gender, Race, Religion, Sexual Orientation, Marital Status, Pregnancy/Maternity.”

Any candidate, for any role, within any organisation, could potentially be adversely impacted by the way they present themselves at each stage of the selection process.

This Adverse Impact is most pertinent when it has a negative effect on candidates of a protected class, namely: Age, Disability, Gender, Race, Religion, Sexual Orientation, Marital Status, Pregnancy/Maternity.

Adverse Impact can be felt even during apparently neutral processes, a measure of indirect discrimination.

An important aspect of indirect discrimination is that it is often identified statistically. The intention to discriminate is irrelevant. The output of the selection process is the most important factor.

It is worth noting that a policy is not indirectly discriminatory if the action is objectively justified in the absence of a less disadvantageous method of producing the same measure.

Although Adverse Impact can be measured during each stage of a selection process, a general rule of thumb is that the hiring-rate of each minority group must be 80% of the hiring rate of the majority group within that company. For example, if males comprise the majority class within the organisation and 90 males are hired from a pool of 100 then the hiring rate from each other minority group must be at least 72%.

How can we mitigate Adverse Impact in our hiring process?

There are a few general ways in which Adverse Impact can be reduced during a selection process. For one, regular monitoring of pass rates at every stage of the selection process will allow apparently neutral policies to be statistically explored regularly and often. The result is a process within which any indirect discrimination can be detected and rectified before it causes Adverse Impact for any particular class of candidate.


Another method of reducing Adverse Impact in a selection process is by focusing specifically on job-relevant competencies. These might be identified as a result of rigorous job analysis based on the job description, or can be more generic competencies specified at the beginning of the hiring process. The result of a specific focus on job-relevant competencies is to judge every candidate on the exact same competencies, regardless of their personal characteristics, thus removing irrelevant stages.

Related to this is the use of standardised interview techniques. Rather than having a more free-flowing personal interview where the interviewer’s personality and individual interests may be a source of unconscious bias, the interview will contain set questions designed to measure aspects of the job-relevant competencies defined at the start of the hiring process. In addition, constant monitoring of any assessors used within the selection process will serve to identify any unconscious bias creeping into any decision making process before it becomes an Adverse Impact. It also informs the focus on ongoing assessor training.

A final way to help reduce Adverse Impact in a hiring process is to make use of a diverse panel of assessors. This serves a myriad of purposes, not least to help reduce any unconscious bias present within any individual assessor. Introducing a wider diversity of thought will also help reduce any naivety that might occur in establishing the selection process.

Request a demo to learn how Cognisess can address Adverse Impact in your hiring process. http://www.cognisess.com/request-demo

Contact Polly Hill to be kept up to date with Cognisess Insights. – polly@cognisess.com

Cognisess wins global award for AI in HR

We have been recognised as a global leader for Artificial Intelligence (AI) in HR by the CogX 2020 Awards. It celebrates the best emerging technologies in different sectors and industries, the CogX Awards handpicks winners from entrants from around the world. 

“We’ve experienced significant global expansion over the past year, both in terms of the number and scale of our clients, as well as the capabilities of our products. So it feels great to be recognised by the world-leading CogX awards, that especially focus on accelerating the ethical and safe adoption of AI.

AI is a rapidly evolving science with enormous potential, and our values are closely aligned with CogX when it comes to the responsible use of AI. Our goal is to democratise human capital and remove any bias from people management – helping businesses to identify, nurture and retain the best talent regardless of ethnicity, gender or social group”

Chris Butt, CEO of Cognisess

The CogX award is symbolic of the major successes and developments we have experienced over the past year:

  • A growing relationship with InterContinental Hotels – with 5,656 hotels in nearly 100 countries – where employees will use the Cognisess platform for performance and talent management.
  • The global roll out of the Cognisess recruitment platform by AB InBev, the world’s largest brewer, supporting tens of thousands of candidates to apply for roles at all levels.
  • Increased use of Yondur, a free careers and talent assessment app for job seekers, students and career movers, into new markets including Australia, Singapore and The Netherlands.
  • The translation of Cognisess assessments into 11 languages.
  • Advances in video analytics that read facial micro-expressions, irrespective of culture, to help recruiters make better informed and more accurate recruitment decisions.

The CogX Awards are judged by a panel of tech and global innovation experts from the Office of AI, University of Cambridge, PwC, Sodexo and others. Cognisess is joined on the list of this year’s winners by The Gates Foundation, King’s College, The Alan Turing Institute and the BBC.

The new normal: How has the workplace changed?

computer in new work place

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.  

Cognisess featured in Inclusive Growth

Inclusive Growth book with Cognisess

Promoting diversity and striving to be inclusive is at the forefront of most HR professional’s minds. However, it can be difficult to know where to begin. Toby Mildon’s new book, Inclusive Growth, enables you to achieve this. It provides a practical framework for your organisation to transform into a sustainable and inclusive workplace. 

The book explores the many avenues you can change, from culture to collaboration. We are also proud to feature as part of the solution to this. In the book we discuss how the platform encourages cognitive diversity in an organisation. To be successful, businesses need different types of people. Knowing if your organisation has enough leaders, problem solvers and planners allows you to hire new people to fulfil these needs.  Our data is accessible, transparent and can be anonymous in order to ensure the focus is on a candidate’s abilities, not their gender, ethnicity or age when it comes to hiring. 

Dr Boris Altemeyer, our Chief Scientific Officer comments that: 

“It is wonderful to see that Toby’s passion and knowledge can now be shared on a wider scale via this great book. Since the very beginning of our work together, it was very clear that Toby’s and our perception were very much aligned: diversity and inclusivity are not just essential, but also highly beneficial for everyone, and more often a mindset shift rather than a resource question. 

We are grateful to be part of this book. Our case study is an example of how technology can assist this mindset shift and make inclusivity and diversity of thought a seamless part of standard practices.”

Buy the book today to start your organisation’s journey to inclusivity and read more about how Cognisess can assist with this. 

How To Make Work Meaningful (Again)

Here are our keynotes from Dr Boris Altemeyer’s talk at the Bath Digital Festival

Although AI and machine learning are popular buzzwords I don’t think it’s a fad. They are really revolutionising the way we work, how we position ourselves and understand the world of work. If you have seen AI modelling at work there is real potential to build models which have an impact on people’s lives. 

How to make work more meaningful. 

We want to get people in the right position so they are productive and happy, which will make them stay longer. Which is ultimately good news for both the company and the person. 

So how can we measure it? 

These are areas that measure what makes work meaningful. Individually we can rate how important each of these areas are to us.   

  • Achievement driven 
  • Recognition driven 
  • Building relationships 
  • How much support we expect in our work environment 
  • Working conditions 

Collecting the data 

  • If we gather this applicant data we can predict how they would behave in work-related situations before they are hired.
  • If we know a candidate is driven by these motivational areas, we can compare it against the company’s current culture. This will assess if the hire is a good fit for the person and the organisation. 
  • After they are hired we can track them over time to see how they grow alongside the organisation. 
  • It means we can give a company live feedback. They can understand how the organisation and the people within it have changed. This gives them an opportunity to change in order to make work meaningful again.  

What is meaningful to people right now?

At Cognisess we are able to track which of these factors are meaningful and important for each generation at work. 

  • Recognition has increased over time 
  • The level of support needed has grown  – with machine learning we can track and tailor it over time, as the support you need at 21 is different to when you are 40. 
  • The need for relationships at work has decreased – our relationships with our colleagues are becoming purely transactional. It is less important to network and work with the right people. 

The future of work

At present, even the most abstract things can be automated to be quicker and more efficient. Some may worry that AI and automation will make work obsolete.  However, what humans excel at is really difficult to automate. 

Humans are able to hold multiple and completely different options about themselves at the same time and think they are true, for example, I’m corporate, conscious and also a rebel. From a psychological point of view this is completely fine, but from a data and AI point of view it’s highly frustrating as we can’t model it. At the moment there are attributes humans are just better at like creativity and situational judgement. It’s not that we are not trying, it’s just really hard. 

At the moment, AI, automation and machine learning have made the more menial tasks in certain jobs redundant. This means we can focus on redefining how we work and how we can make work meaningful. 

If you would like to watch the full talk, click here.

If you would like to discuss this further please contact us below.

How can Gamification benefit your recruitment process?

Gamification is a common buzzword in HR. However, what actually is it —and more importantly— how can it help your recruitment process? 

What is gamification? 

Gamification is more than just adding a game into your application process. These scientifically-backed games are an opportunity to truly assess a candidate’s behaviour, abilities and job performance. 

 According to our Chief Scientific Officer, Dr Boris Altemeyer:

 “Gamification is great if it’s applied in the right way. But it should never come first. First of all, we need to define what we actually want to assess and then the gamification on top provides us with a new tool to generate better, clearer and truer data.”

Gamification is about understanding how people’s brains interpret information. For instance, assessing how well a person multitasks and prioritises. For years the ‘in-tray exercise’ has been a popular method of judging this. However, this task can be anxiety-provoking and competent candidates may underperform when they are fully aware that every decision they make will affect their job prospects. With gamification, we can build models that are very similar to daily tasks in a role without directly mimicking them. By engaging the candidates, they relax and forget it is a test situation. Test anxiety is common amongst applicants, and gamification can help combat this problem. We have even received feedback from past candidates surrounding this:  “This was a very unique and fun way to assess individuals. It allowed me to relax and was the first time I have ever enjoyed being assessed”. Because a candidate feels more relaxed, HR will get a lot more accurate data on their abilities. 

Candidates can’t second guess a game

Some candidates may try to reverse engineer their application. But with gamification, it’s difficult for a candidate to do this. For example, in our new Lens Pro assessment you choose between two options which are equally viable instead of two choices where it’s obvious what the ‘correct answer’ is. This helps an employer really get to know an applicant and the values they stand for. The process becomes about their true abilities, not the persona which they think will get them the job.  

Accessibility: more applicants, more talent

The games we have developed can be accessed anytime and anywhere in the world, which widens the talent pool. In the past, applicants who live in remote locations or have mobility issues wouldn’t have been able to physically attend assessment centres. Now they have an equal opportunity to showcase their abilities for a job. 

Breaking down cultural barriers 

It is also important to take into account the visual content of the games. Using shapes that have pre-existing cultural connotations may put candidates from those backgrounds at a disadvantage. For example, in a line up of shapes, they may choose the one that is perceived as lucky in their culture instead of the correct one. In our games, we use shapes that are universal and have no cultural connotations so everyone has an equal chance. 

More data in less time 

These games can also collect a large amount of data around how people make decisions and tackle problems in a short space of time. This means the application process can be much shorter. HR will be able to consider talent which may have otherwise dropped out of a longer application process, whilst using that data to enhance their decision making.

The future of recruitment? 

Gamification is a more engaging, accessible and less pressured method of collecting accurate data to get a fuller picture on a candidate. With all these benefits, why wouldn’t you use it in a recruitment process? In 2018, the global gamification market was valued at $5.5 billion. In the future, gamification may be a common part of most recruitment processes. On the surface, it may look simple but it is an expert skill. If you are interested in gamification, get in touch as we have experts who have been researching, testing and applying it extensively for years.

Book a demo with us to play our extensive library of scientifically-backed games or find out how you can use gamification in your next recruitment process. 

We’re sponsoring the Bath Digital Festival 2019!

Cognisess are excited to reveal that we are headline sponsors of the Bath Digital Festival 2019!

The Bath Digital Festival is the biggest and most inclusive technology festival in the South West. The festival aims to bring people and technology together in Bath. Now stepping into its seventh year, the Bath Digital Festival will guarantee an excellent display of technology to explore and aid your digital discovery. An event to truly explore, learn and develop your knowledge about our digital future.

As a software company that has developed its business using local talent, and benefits from a thriving digital ecosystem, we are pleased to be able to support the event and help position Bath as a place where people and companies can thrive. Our CEO, Chris Butt, commented:

“The world is becoming increasingly competitive and towns, cities and regions are under pressure to showcase their talent and potential. The Bath Digital Festival is part of demonstrating that the digital scene is real and thriving here and we are proud to be a part of it.”

Our Chief Scientific Officer, Dr Boris Altemeyer, will also be attending the festival and discussing some interesting topics in the digital world. All details will be released closer to the date.

You can find all of the Cognisess team at the Bath Digital Festival this year. Keep up-to-date with all the talks and events you can attend whilst at the Festival. You can find out more about the event and how to get involved at the Bath Digital Festival website.

Volume Recruitment in Retail: Harvest the volume, find the quality

retail workers working

From Christmas shopping to the rush to buy summer holiday essentials, retail is a high tempo sector regardless of the season. Hiring experienced and qualified staff is important to maintain high standards of service, but this can be challenging when there is a high turnover of staff and a high volume of applications in the talent pipeline. According to Labour Market Review, 60% of employers report that applicants lack important customer handling skills and only 11% of employers think their employees have all the necessary skills to work in their store. That increases the pressure to find the right talent as unsuitable workers who may find themselves as the face of a brand could damage a customer’s perception of the company and affect sales. But how can hiring managers guarantee they have made the right decision when involved in high volume of applicants and acute time pressures to fill vacancies quickly? The answer lies in harnessing the power of Predictive People Analytics from platforms like Cognisess.

Time is precious, recruitment is expensive

Sorting through a high volume of applications is a time consuming and costly process. On average, it takes 42 days to fill a position. In addition, Oxford Economics reveals that the average fee for replacing a departing staff member is £30,614. Costs typically includes £5,433 for logistics, such as agency fees and advertising, and wages during the time when a new employee is yet to reach optimum productivity level, believed to be an average of 28 weeks at a cost of £25,182. Therefore, reducing churn should reduce overall recruitment costs massively and in turn, these costs can be re-distributed across the business to improve business performance.

That’s why one of our clients, a popular UK furniture retailer, started to use Cognisess Pro. Since deploying Cognisess Pro, they have processed nearly 10,000 applications for multiple roles nationwide. Sorting through such a high volume of candidates had previously proved to be too time intensive for their store managers, who really wanted to focus more of their time on the customer experience, sales and optimising the performance of their current employees. By harnessing the recruitment and assessment features of Cognisess Pro, hiring managers were able to transform the application and hiring process by reducing the manual time and resources needed and in doing so generated a more accurate outcome.

Widen the talent pool – don’t narrow it.

When typically faced with the pressure of hiring in retail, managers tend to take short cuts and aim for applicants who appear (on the surface) to meet the basic job fit criteria and resemble candidates they have seen before. As such, many potentially suitable candidates can be ignored or overlooked and others who may not be suitable at all and are liable to churn are often hired. But of course with such time pressure to hire with limited time and resources, it is natural to narrow the field of opportunity rather than expand it.

Cognisess Pro is designed to take the strain of volume recruitment by accurately and scientifically filtering out at an early stage candidates who are simply not suitable based on the basic requirements of the job role. This automated process immediately relieves pressure on traditional manual sifting putting time and control back in the hands of hiring managers. In the case of our furniture retailing client, we provided a process to successfully handle the high volume of applicants by focusing on their abilities and attributes for the role within a ‘blind’ recruitment process which means the system had no visibility of race, gender or age. These characteristics may well have been unconsciously or consciously taken into account by humans previously and can be reliably avoided by using Cognisess Pro. Read more about removing bias in recruitment in our previous blog post

By using a series of Cognisess’ scientifically backed assessments to profile what good looks like amongst our client’s most successful employees, we were able to provide a benchmark and job profile. With the results, the software can automatically compare and rank every applicant’s scores against a series of cognitive, emotional and personality attributes which indicates how well-matched an applicant is to the specific job role. Not only did this give every applicant a fair chance, it also meant that the widest possible volume of applicants could be considered. Without Cognisess Pro, this opportunity would be too prohibitive in cost and resource terms.

How do you hire and keep the best candidates? 

Harnessing People Analytics through the Cognisess Pro platform is a hundred times faster and accurate than any human assessment. This includes widening the search for retail roles to attract applicants from a variety of backgrounds and experiences – many of which would be overlooked during traditional manual processes. And although some applicants may have the relevant transferable skills – others simply wouldn’t have the abilities or personality that the position requires. Cognisess Pro understands what to look for – in an instant.

However, even after hiring a candidate, it can be difficult to know you’ve hired a high quality applicant who will stay the distance in retail for the long term. Last year, Korn Ferry found that part-time retail employees have an 81% turnover rate on average, this means the retail sector is having to constantly recruiting to fill positions which is intensely resource hungry, disruptive to operations and puts pressure on delivering sales targets in such a highly dynamic customer-facing environment. Meta-data analysis by Kristof-Brown  found that employees who relate to a company’s culture are more satisfied in their role and more likely to stay. Hiring people who fit into the team they work with and the culture of the store may help them feel comfortable in their environment and more likely to perform well. 

Cognisess Pro provides additional levels of People Analytics insight in the recruitment process to complement this opportunity. Our Culture Fit tool helps recruiters understand whether an applicant will fit into their company’s culture, and our Team Fit tool rates how well an applicant’s personality traits and skills would fit the store team’s profile. This gamified set of assessments means analysis can be made at an early stage and without having to invest in time off the floor to hold individual and team fit meetings. This allows managers to identify candidates who have a natural fit to their company’s culture and to a team’s unique dynamic energy before even meeting them. This additional level of insight means you are not only selecting the best candidate for the role, you are also investing in an employee who is more likely to thrive and stay.

Be confident – find and hire the right talent

Constantly replacing retail employees is a drain on time and cost. Hiring the wrong talent for your company only exasperates that problem. By using Cognisess Pro and harnessing the power of People Analytics, managers can rely on our data-driven platform to quickly and accurately make the best people decisions every time. Find out how Cognisess Pro can expand and improve your applicant pool, book a demo with us today.

How to successfully interview thousands of applicants with Video Analysis

In the age of AI and automation, soft skills are essential. Although machines are better at processing and understanding large amounts of data, they can’t replace that human connection. Most roles have people-focused elements, whether it’s maintaining relationships with clients as an Account Manager or assisting customers as a Sales Assistant, every step is important. First impressions count. When meeting new people 55% of the impact comes from the way a person acts. This is why it is important to hire a candidate who can make a good impression when representing your company. 

33% of bosses know within the first 90 seconds of an interview whether they will hire a candidate. However, a recruiter isn’t able to see how an applicant communicates and presents themselves in a written application. This can prevent them from hiring the best talent. 

Is there a way to meet every candidate who has applied for a job? 

This may seem impossible if there are over 1,000 candidates in your Applicant Tracking System (ATS), but here at Cognisess, we have made it possible for you to interview every candidate. Our DeepLearnTM Video Analysis is able to measure: 

  • Confidence and control. When customers are interacting with your business, they want to talk to someone who is in control of a situation and confident in their abilities. You can now measure this before you hire an applicant.  
  • Positivity. An upbeat employee not only improves morale in the workplace but their positive nature will help them successfully communicate with clients. For example, if a client sees a sales executive who is sincerely positive about a product, they are more likely to buy it. 
  • Expressiveness.  Some people make everyone they talk to feel like they are being truly listened to. A high level of expression (within reason) is seen in western cultures as a sign of high levels of engagement in the subject of the conversation.
  • Resilience and grit. This allows a person to maintain the discipline and optimism to persevere, despite rejection and a lack of noticeable process over a period of time. 

How it works 

The machine vision used by DeepLearn™ uses highly advanced algorithms that read from 27+ points on the face. It tracks the differences of the positions over time to establish a picture of the emotion that is being expressed by a person. With its automated ‘Ask Me’ and ‘Meet Me’ video assessment tool, Cognisess Pro will recognise the values and attributes you’re looking for – accurately, objectively, every time. Book a demo to find out more about this feature. 

As Cognisess Pro isn’t human, it has the capacity to be completely objective (read our blog on unconscious bias in humans here). As there isn’t any human involvement in the analysis process, it supports a less bias hiring decision. Our tool 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.

The benefits of video analysis

  • Save time. Find the right applicant for you regardless of the volume of candidates. Our video analysis tool has analysed over 1.4 billion facial expressions with a 97% accuracy rate. This process can be done in a fraction of the time it would take a human to view and make a decision on each video.
  • Meet the human behind the application. The tool brings an application to life. Not only can you view a thorough assessment of a candidate’s personality and cognitive attributes but you can meet them too. 
  • Enhance decision making. Know that you have hired the right talent with the data to back up your decisions. This creates a more objective hiring process. 

Creating a fair recruitment process with our clients

This tool can be used across all industries. Companies also have the option to use the video interview tool without the DeepLearnTM analysis. In the past, clients such as hotel giant IHG, the world’s leading brewer AB InBev and special economic zone Alabuga have used it to enhance their recruitment process.  

Recently, we have studied the performance of the video analysis tool with one of our customers. Focusing on the candidates who had successfully passed their video interview, 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 the accuracy of this technology and how it can be applied to create a fair and transparent recruitment process, where any areas of unconscious bias can be corrected as a helpful mechanism to support HR professionals avoid bias. 

How our clients use DeepLearnTM Video Analysis

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, expressiveness alongside other attributes relevant to the job. ​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. 

HR professionals are able to draw conclusions from their own expertise when finally ‘meeting’ each candidate. They can also review a comprehensive analysis on them alongside the other Cognisess assessments that analyse Job Fit, Culture Fit and Team Fit. 

People are an essential part of a company. It is important to hire applicants who will represent a business in a positive manner. Using a video interview tool will help you meet each applicant in the early stages of the recruitment process. You may also use the 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. If you would like to find out more about our video analysis tool and how it can transform your recruitment process, book a FREE demo today with our expert team.