Written by: Team PredictiveHire
Sapia is an AIconics Awards Finalist: "AI for Good"
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
- 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.
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- How to tell if Ai technology is ethical.