Sapia is recognised as an Alconics Awards finalist in the ‘AI for Good’ category.
It’s AI that gives every candidate a fair chance of landing their dream job and gives candidates something of value back.
The AIconics Awards recognize the outstanding achievements of individuals, projects, teams and their organizations that are responsible for breakthrough innovations in the Artificial Intelligence for Business space.
These prestigious global awards create the ultimate showcase for the best and brightest people, projects and transformational innovations. The AIconics acknowledges the advances in technologies and disciplines being made, as we explore and push at the very definition of what can be accomplished by AI.
The AIconic Awards are being announced on 9th December 2020.
AWARD: AI FOR GOOD
Artificial Intelligence has the potential to help overcome humanity’s biggest challenges, there are a huge number of applications where AI will not only deliver value for businesses but also improve the world itself. This award applauds companies for utilising AI as a positive force for change; the innovations in research and product development that work to create a more sustainable and accessible world; and the AI pioneers that hold the values of leveraging AI for good at their core.
Why is Sapia a finalist in the “AI for Good” category?
Sapia’s Chat Interview gives every candidate a fair chance of landing their dream job.
Have you ever met a recruiter that is totally free from bias and discrimination, and truly embraces diversity and inclusion, and is fair and equitable for everyone? You have now!
The interviews are a true blind assessment. This is the first step in the hiring process for organisations championing a positive culture change to realise their goals of embracing inclusion and celebrating diversity.
Ai is used to hire with heart. It’s making recruitment ‘human’ again.
Applying for a job is notoriously a heart-wrenching and time-consuming experience. Right now, during C-19 times, the hardest job in the world is applying for a job.
Organisations partner with Sapia to help them hire with heart. From the job advert candidates access a link to access their interview.
This means EVERY candidate gets an interview. The basic right of fairness and equality is available to every candidate, every time.
It takes around 15-20 minutes to answer 5-7 questions. After that, candidates receive their personalised coaching tips. This means EVERY candidate also gets something of value back, something that motivates them and teaches something about themselves they didn’t know. A candidate experience that helps them get this job or the next job or just makes them feel good.
For these reasons, candidate satisfaction is 99%.
Hiring with heart is good for business.
65% of candidates with a positive experience would be a customer again, even if they were not hired and 81% will share their positive experience with family, friends and peers.
As consumers, we buy products while sitting on our computer or scrolling through our phone. Texting, messaging – it’s what we all do every day. To be candidate-centric means connecting with candidates the way they connect every day. The long-term payback to customers and employer brand is substantial and enduring.
In the short-term AI can assess 100,000 people in 6 hours compared to what it would take a team of recruiters 476 days to do. It’s 600 times faster and 3 x cheaper.
No recruiter or team of recruiters can ever come close to the kind of efficiency of a smart AI system.
Using AI to augment decision making is fast becoming mainstream.
It certainly helps to reduce the impact of unconscious bias in hiring decisions. Testing for bias and removing it from algorithms is possible. Whereas for humans, it’s not.
Bias can be removed with the right data. Algorithms and Ai learn according to the profile of the data we feed it. If the data it learns from is taken from a CV, it’s only going to amplify our existing biases. Only clean data, like the answers to specific job-related questions, can give us a true bias-free outcome.
We continuously test the data so that if ever the slightest bias is found, it can be corrected. These include all assumed biases that can be added to a suite of tests. Examples of tests include: Proportional Parity Test, Score Distribution Test and Fairness Test
Candidates say:
- I don’t know if it is a human or a robot answering me, but if it is a robot then technology is quite amazing.
- I love the personal feeling … It creates a safe environment to write freely and honestly.
- I don’t know how you gathered such accurate information about my personality from my responses.
- I feel that I’ve had a supportive counselling session. You know me so well!!
- This is amazingly accurate that I can’t even begin to express, I’m in tears!!
- It is fascinating how much our choice of words, our expressions, reveal about us.
CANDIDATE REVIEWS HERE >
Have you seen the Inclusive e-Book?
It offers a pathway to fairer hiring in 2021.
Get diversity and inclusion right whilst hiring on time and on budget.
In this Inclusivity e-Book, you’ll learn:
- How to design an inclusive recruitment path. From discovery to offer and validation of the process.
- The hidden inclusion challenges that are holding your organisation back.
- How to tell if Ai technology is ethical.
Download Inclusivity Hiring e-Book Here >
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Joe & the Juice Partners with Sapia.ai, Scaling an Exceptional Candidate Experience and Cutting Time to Hire
Read the full press release about the partnership here.
Joe & the Juice, the trailblazing global juice bar and coffee concept, is renowned for its vibrant culture and commitment to cultivating talent. With humble roots from one store in Copenhagen, now with a presence in 17 markets, Joe & The Juice has built a culture that fosters growth and celebrates individuality.
But, as their footprint expands, so does the challenge of finding and hiring the right talent to embody their unique culture. With over 300,000 applications annually, the traditional hiring process using CVs was falling short – leaving candidates waiting and creating inefficiencies for the recruitment team. To address this, Joe & The Juice turned to Sapia.ai, a pioneer in ethical AI hiring solutions.
A Fresh Approach to Hiring
Through this partnership, Joe & The Juice has transformed its hiring process into an inclusive, efficient, and brand-aligned experience. Instead of faceless CVs, candidates now engage in an innovative chat-based interview that reflects the brand’s energy and ethos. Available in multiple languages, the AI-driven interview screens for alignment with the “Juicer DNA” and the brand’s core values, ensuring that every candidate feels seen and valued.
Candidates receive an engaging and fair interview experience as well as personality insights and coaching tips as part of their journey. In fact, 93% of candidates have found these insights useful, helping to deliver a world-class experience to candidates who are also potential guests of the brand.
“Every candidate interaction reflects our brand,” Sebastian Jeppesen, Global Head of Recruitment, shared. “Sapia.ai makes our recruitment process fair, enriching, and culture-driven.”
Results That Matter
For Joe & The Juice, the collaboration has yielded impressive results:
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33% Reduction in Screening Time: Pre-vetted shortlists from Sapia.ai’s platform ensure that recruiters can focus on top candidates, getting them behind the bar faster.
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Improved Candidate Satisfaction: With a 9/10 satisfaction score from over 55,000 interviews, candidates appreciate the fairness and transparency of the process.
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Bias-Free Hiring: By eliminating CVs and integrating blind AI that prioritizes fairness, Joe & The Juice ensures their hiring reflects the diverse communities they serve.
Frederik Rosenstand, Group Director of People & Development at Joe & The Juice, highlighted the transformative impact: “Our juicers are our future leaders, so using ethical AI to find the people who belong at Joe is critical to our long-term success. And now we do that with a fair, unbiased experience that aligns directly with our brand.”
Trailblazing for the hospitality industry
In an industry so wholly centred on people, Joe & the Juice is paving the way for similar brands to adopt technology that enables inclusive, human-first experiences that can reflect a brand’s core values.
If you’re curious about how Sapia.ai can transform your hiring process, check out our full case study on Joe & The Juice here.
Blog
Sapia.ai Wrapped 2024
It’s been a year of Big Moves at Sapia.ai. From welcoming groundbreaking brands to achieving incredible milestones in our product innovation and scale, we’re pushing the boundaries of what’s possible in hiring.
And we’re just getting started 🚀
Take a look at the highlights of 2024
All-in-one hiring platform
This year, with the addition of Live Interview, we’re proud to say our platform now covers screening, assessing and scheduling.
It’s an all-in-one volume hiring platform that enables our customers to deliver a world-leading experience from application through to offer.
Supercharging hiring efficiency
Every 15 seconds, a candidate is interviewed with Sapia.ai.
This year, we’ve saved hiring managers and recruiters hours of precious time that can now be used for higher-value tasks.
Giving candidates the best experience
Our platform allows candidates to be their best selves, so our customers can find the people that truly belong with them. They’re proud to use a technology that’s changing hiring, for good.
Leading the way in AI for hiring
We’ve continued to push the boundaries in leveraging ethical AI for hiring, with new products on the way for Coaching, Internal Mobility & Interview Builders.
Blog
Situational Judgement Tests vs. AI Chat Interviews: A Modern Perspective on Candidate Assessment
Choosing the right tool for assessing candidates can be challenging. For years, situational judgement tests (SJTs) have been a common choice for evaluating behaviour and decision-making skills. However, they come with limitations that can make the hiring process less effective and less inclusive.
AI-enabled chat-based interviews, such as Sapia.ai, provide organisations with a modern alternative. They focus on understanding candidates as individuals and creating a hiring experience that is both fair and insightful while enabling efficient screening and selection.
This shift raises important questions: Are SJTs still a tool that should be considered for volume hiring? And what do AI assessments offer in comparison?
1. The Static Nature of SJTs
Traditional SJTs use predefined multiple-choice questions to assess behavioural tendencies and situational knowledge. While useful for screening, these static frameworks lack the flexibility to adapt based on real-world performance data or evolving role requirements.
Once created, SJTs don’t adapt to new data or evolving organisational needs. They rely on fixed scenarios and responses that may not fully reflect the dynamic realities of modern workplaces, and as a result, their relevance may diminish over time.
AI-enabled chat interviews, on the other hand, are inherently adaptive. Using machine learning, these tools can continuously refine their models based on feedback from real-world outcomes such as hiring or turnover data. This ability to evolve ensures the assessments align with organisations’ needs.
2. Richer Data Through Open-Ended Responses
One of the main critiques of SJTs is their reliance on multiple-choice responses. While structured and straightforward, these options may not capture the full scope of a candidate’s thinking, communication skills, or problem-solving ability. The approach is often limiting, reducing complex human behaviour to a few predefined choices.
AI-enabled chat interviews work more holistically and dynamically. These tools provide a more complete picture of a person by allowing candidates to answer questions in their own words. Natural language processing (NLP) analyses their responses, offering insights into personality traits, communication skills, and behavioural tendencies. This open-ended format lets candidates express themselves authentically, giving employers a deeper understanding of their potential.
3. The Candidate Experience: Stressful or Supportive?
SJTs often include time constraints and rigid formats, which can create pressure for candidates. This is especially true when candidates feel forced to choose options that don’t fully reflect how they would actually behave. The process can feel impersonal, even transactional.
In contrast, chat-based interviews are designed to be conversational and low-pressure for candidates. By removing time limits and adopting a familiar chat interface, these tools help candidates feel more at ease. They also frequently include personalised feedback, turning the assessment into a valuable experience for the candidate, not just the employer.
4. Addressing Bias and Fairness
Traditional SJTs are prone to transparency issues, as candidates can often identify and select the “best practice” answers without revealing their true tendencies. Additionally, static test designs can unintentionally embed bias; due to the nature of the timed test, SJTs have been found to disadvantage some groups.
AI chat interviews, when developed ethically within a framework like Sapia.ai’s FAIR Hiring Framework, eliminate explicit bias by relying solely on the content of a candidate’s responses. Their machine learning models are continuously validated for fairness, ensuring that hiring decisions are free from subjective judgments or irrelevant demographic factors.
5. An Assessment That Improves Over Time
Workplaces are constantly changing, and hiring tools need to keep up. SJTs’ fixed nature can make them less effective as roles evolve or organizational priorities shift. They provide a snapshot but not a dynamic view of what’s needed.
AI-enabled chat interviews are built to adapt. With feedback loops and continuous learning, they incorporate real-world hiring outcomes—like retention and performance data—into their models. This ensures that assessments stay relevant and effective over time.
Rethinking Candidate Assessment
As hiring demands grow more complex, so does the need for tools that can capture the whole person, not just their response to hypothetical scenarios. While SJTs have played an important role in hiring practices, they are increasingly being replaced by tools like AI-enabled chat interviews.
These modern approaches provide richer data, adapt to changing needs, and create a richer and more engaging experience for candidates. Perhaps most importantly, they emphasise fairness and inclusivity, aligning with the growing demand for unbiased hiring practices.
For organisations evaluating their assessment tools, the question isn’t just which method is “better.” Understanding the specific needs of your roles, teams, and candidates will help you choose tools that help you make decisions that are both informed and equitable.