To create an organisation that hires and promotes everyone equitably, and has a diverse representation of people, you must confront uncomfortable truths – and have the confidence to employ compassionate solutions. The path to meaningful change cannot be done without data. Data allow us to clearly diagnose issues in a company, and also, just as importantly, to measure what is working. Without data-backed accountability, it’s unlikely that much will change.
The good news is that, these days, most organisations believe that diverse teams are beneficial to business outcomes, innovation, customer loyalty and employee trust. The better your team represents its customers, the fewer blind spots you’ll have when it comes to meeting customer needs.
The biggest challenge is not often not around intention, but rather diagnosing what is happening inside an organisation. The reasons contributing to bias are often numerous and complex, like company history, systemic racism and sexism, leaving decisions to ‘gut feelings’, and well-intentioned directives to hire based on “culture fit” that only result in more homogenous teams.
This is where data are so powerful.
Data help us look at the facts objectively, and while we might “feel” we hire fairly, it is impossible for a human to hire without bias. Data allow organisations to have an honest look at where they are falling short, assess how specific groups are not being treated equally, and address these issues before churn becomes an issue.
Here are five things you need to be doing to help data drive better Diversity, Equity and Inclusion (DEI) in your organisation.
1. Identify what data you need
In order to measure and track your progress on DEI you need to look at what current data you have and identify any data gaps. This is more than just identifying the demographics of who you have historically hired. For example, of the women you hired recently, do you know what percentage were represented in applying for a job versus landing a job? If 70% of people applying for the job are women, and 30% are only getting jobs, you need to identify where in the funnel there is a drop-off.
Note: There are sensitivities and legalities to collecting data around demographics and there are differing laws within countries about how you can do this.
Sapia’s reporting dashboard DiscoverInsights (Di) takes that worry away and gives you all the real-time metrics needed, and can instantly fill any data gaps you have. Candidates are never asked a personal or intrusive question and this data is not used in vetting candidates (keeping it blind and equatable.)
2. Track leading indicators on inclusion
When hiring managers complain that they only had men applying for a role, or that there wasn’t any representation of Indigenous peoples, or that no one under 40 applied, they are talking about lagging indicators on inclusion. These point to issues in a hiring process that is not inclusive. Leading indicators might be a real-time analysis of the demographics of applicants so that hiring managers can change their approach quickly.
DiscoverInsights (Di) also reduces the the risk of lag indicators on DEI, by giving you real-time lead indicators so you can instantly assess the inclusiveness of your approach to hiring.
3. Having one single source of truth on DEI
The data and platform you are using to track metrics and assess your progress needs to be agreed on from the outset, and should become your single source of truth. This is an important part of keeping everyone accountable (improving DEI is the responsibility of everyone in a company.) This should be a platform that cannot be used to present a desired outcome, but rather it should aim to be a robust fact-driven dataset that shines a light on issues. Identifying problems is the only way an organisation can address them.
4. Be transparent about your DEI results
Building trust among your employees on issues around DEI is foundational to the success of your initiatives. Be transparent about your findings, even if they feel uncomfortable. Part of what makes successful DEI measures is the leadership shown by the C-suite in acknowledging faults, identifying how they will be addressed, and making themselves accountable to employees on delivering these changes.
5. Keep iterating on your DEI strategy
This is being accountable. Measure where you are at on DEI, learn from it, and set on improving on where you are. Then do it again. This is where the power of data really lies: By trying initiatives and testing what is working, and then measuring the outcomes, you can iterate quickly when no headway is being made. This takes all the guesswork out of whether there is improvement or not.
We have helped scores of the world’s biggest and best companies implement, track, and achieve their DEI goals. To find out more, check out our guide on data, equity and inclusion.
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Blog
The AGC Debate: Are AI-Written Interview Answers a Red Flag or Smart Strategy?
Every day, we read stories of increased fake or AI-assisted applications. Tools like LazyApply are just one of many flooding the market, driving up applicant volumes to never-before-seen levels.
As an overwhelmed hiring function, how do you find the needle in the haystack without using an army of recruiters to filter through the maze?
At Sapia.ai, we help global enterprises do just that. Many of the world’s most trusted brands, such as Qantas Group, have relied on our hiring platform as a co-pilot for better hiring since 2020.
Our Chat Interview has given millions of candidates a voice they wouldn’t have had – enabling them to share in their own words why they’re the best fit for the role. To find the people who belong with their brands, our customers must trust that their candidates represent themselves. Thus, they want to trust that our AI is analysing real human answers—not answers from a machine.
The Rise of GPT
When ChatGPT went viral in November 2022, we immediately adopted a defensive strategy. We had long been flagging plagiarised candidate responses, but then, we needed to act fast to flag responses using artificially generated content (‘AGC’).
Many companies were in the same position, but Sapia.ai was the only company with a large proprietary data set of interview answers that pre-dated GPT and similar tools: 2.5 billion words written by real humans.
That data enabled us to build a world-first:- an LLM-based AGC detector for text-based interviews, recently upgraded to v2.0 with 99% accuracy and a false positive rate of 1%. An NLP classification model built on Sapia.ai proprietary data that operates across all Sapia.ai chat interviews.
Full Transparency with Candidates
Because we value candidate trust as much as customer trust, we wanted to be transparent with candidates about our ability to detect artificially generated content (AGC). As an LLM, we could identify AGC in real time and warn candidates that we had detected it.
This has had a powerful impact on candidate behaviour. Since our AGC detector went live, we have seen that the real-time flagging acts as a real-time disincentive to use tools like ChatGPT to generate interview responses.
The detector generates a warning if 3 or more answers are flagged as having artificially generated content. The Sapia.ai Chat Interview uses 5 open-ended interview questions for volume hiring roles, such as retail, contact centre, and customer service, and 6 questions for professional roles, such as engineers, data scientists, graduates, etc.
Let’s Take a Closer Look at the Data…
We see that using our AGC detector LLM to communicate live with candidates in the interview flow when artificial content has been detected has a positive effect on deterring candidates from using AI tools to generate their answers.
The rate of AGC use declines from 1 question flagged to 5 questions – raising the flag on one question is generally enough to deter candidates from trying again.
The graph below shows the number of candidates, from a total of almost 2.7m, that used artificially generated content in their answers.
Differences in AGC Usage Rate by Groups
We see no meaningful differences in candidate behaviour based on the job they are applying for or based on geography.
However, we have found differences by gender and ethnicity – for example, men use artificially generated content more than women. The graph below shows the overall completion ratios by gender – for all interviews on the left and for interviews where the number of questions with AGC detected is 5 or more on the right.
Perception of Artificially Generated Content by Hirers.
We’re curious to understand how hirers perceive the use of these tools to assist candidates in a written interview. The creation of the detector was based on the majority of Sapia.ai customers wanting transparency & explainability around the use of these tools by candidates, often because they want to ensure that candidates are using their own words to complete their interviews and they want to avoid wasting time progressing candidates who are not as capable as their chat interview suggests.
However, some of our customers feel that it’s a positive reflection of the candidate, showing that they are using the tools available to them to put their best foot forward.
It’s a mix of perspectives.
Our detector labels it as the use of artificially generated content. It’s up to our customers how they use that information in their decision-making processes.
This concept of having a human in the loop is one of the key dimensions of ethical AI, and we ensure that it is used in every AI-related hiring product we build.
Interested in the science behind it all? Download our published research on developing the AGC detector 👇
Research Paper Download: AI Generated Content in Online Text-based Structured Interviews
Blog
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.