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Since the start of the coronavirus epidemic, many companies have turned to smart algorithms to find out who is the best candidate for open positions. Most often, face-finding programs, games, quizzes, and software that examines other visual or linguistic patterns are used to decide who is included in the interview circle.
An Australian company called Sapia (Formerly PredictiveHire), founded in October 2013, appears to have gone much further. It has developed a machine-learning algorithm to assess the likelihood of frequent job changes for a given candidate. – MIT Technology Review.
According to Barbara Hyman, CEO of HR, their clients are employers who have to process a lot of application. Also they are active in the areas of customer service, retail, sales or healthcare, among others.
When someone applies for a job through an HR company, they must first “convince” a chatbot of their values. The algorithm asks a series of open-ended questions and analyses personality traits such as initiative, intrinsic motivation, or resilience.
Moreover, the algorithm may examine the likelihood of frequent job changes in the future – or, as advertised on the Sapia website, the “ risk of escape ” – even for fully career candidates. The focus of the HR company’s latest study is to develop a machine learning algorithm that specifically seeks to predict this. The research examined 45,899 candidates. They had previously answered 5-7 open-ended questions about their experiences and situational awareness through the Sapia chatbot.
The chatbot asked for personality traits that, based on Sapia’s own research, may be closely related to frequent job changes. For example the traits could be -greater openness to new experiences or lack of practicality.
Nathan Newman, an associate professor at John Jay College of Criminal Justice in New York who wrote a study in 2017 on how large-sample data analysis can be used to break wages in addition to discriminating against employees, told MIT Technology Review Recent work by Sapia.
This includes the increasingly popular personality tests based on machine learning, which seek to screen out potential workers who are more likely to support unionisation or are more likely to ask for wage increases. According to MIT Technology Review, employers are increasingly keeping an eye on their employees ’emails, online chats, and data they can use to filter out whether a particular colleague is about to leave. All this so they can calculate the minimum wage increase is and where appropriate, they may be allowed to remain.
Uber’s algorithm-based management systems are said to seek to keep employees away from offices and digital locations in a way that they can’t even accidentally organize and collectively demand better pay or treatment.
If a simple automated chat interview can infer a candidate’s likelihood of job-hopping, it presents significant opportunities, especially when assessing candidates with no prior work history.
This work shows that the language one uses when responding to interview questions related to situational judgment and past behaviour is predictive of their likelihood to job hop. This paper explores:
Find out how you can identify job-hopping attitudes before you hire. To get your copy of the Research Paper click here.
Finally, you can try out Sapia’s Chat Interview right now, or leave us your details to get a personalised demo
Also, have you seen the 2020 Candidate Experience Playbook? Download it here.
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With graduate hiring, trust in your process is even more important. You never know when a poor candidate experience might end up on Glassdoor or Whirlpool or other such sites. Given there is a lot out of our control now, what you can control is how you and your organisation choose to engage with your graduates.
Be 10x more humanistic in your communications than ever before, to soften the stress everyone feels right now. Use technology that humanises the application experience. Use your photo in emails, dial down the formal side of your comms, show care and empathy right up the top. These are unprecedented times that call for a whole new way of connecting.
It is now table stakes that every graduate experience is one that rewards both sides – offering personalised learning for the grad and some good quality data intelligence for you the recruiter. Intelligence that looks like this https://bit.ly/2R6LuIc
This means being mobile-first and using engaging and relatable assessments that everyone can do in their own time and untimed to take away the unnecessary pressure. Tools like FirstInterview https://bit.ly/39KoqFP
The right AI tool can ensure every graduate applicant has an equal and fair opportunity to be considered because:
We have all read the research saying Gen Z will have ten jobs in our lifetime. That means the real skills that matter is grit, drive, accountability, curiosity and even humility to know you won’t always know what you are doing and how to do it!
That means uncovering these traits and values has to be a critical ingredient in your assessment tool. Doing that via human interviews is no longer acceptable given the bias we all bring to those conversations. Still, more than that, few businesses will retain a human assessment process when Ai does it better faster and cheaper. 600x faster and at least 3x cheaper. Here are the 2 metrics that should matter the most to any recruiter.
There are AI tools out there to help you with this including the ability to run a virtual group assessment to deliver the same integrity of assessment days with a lot more efficiency > WATCH VIDEO HERE.
It’s about time to look at AI for your graduate recruitment.
Get in touch here with Barb, Nick or Jess
To read the first article click here
PredictiveHire and Iceland Foods are finalists in the 2021 Recruiter Awards for the category In-House Innovation in Recruitment.
Established in 2002, the Recruiter Awards are the UK’s most prestigious honours in recruitment.
The awards recognise best practice and celebrate achievement by agencies and in-house recruiters during the prior 12 months, also throwing a spotlight on marketing and technology. The In-House Innovation in Recruitment category recognises outstanding innovation by an in-house recruitment team that has led to the achievement of strategic business goals.
The success story PredictiveHire has been nominated for starts with 2020 creating a crisis for Iceland, as it did for many. Increased trade and COVID-19 absences meant store leaders were massively drained of time, yet there was a surge in both the need to hire and the number of applicants. As it stood, the recruitment process was 100% manual, and all done at store level by store managers.
Iceland had to innovate. Hiring needed to be centralised and automated.
Iceland developed a set of ‘non-negotiable’ criteria for an automated platform and began looking. They ultimately chose PredictiveHire as their interview automation partner – they loved the notion of ‘hiring with heart’.
Once PredictiveHire was selected, we had integrated with their API (Kallidus) and the applications started rolling in within four weeks. Iceland estimated in the first 4 months they saw 5x payback, 8,000 hours freed up for their time-poor store managers across the organisation, and over 50,000 applications were processed every month. They also found that 97% of candidates who followed the link to apply completed the application process and 99% of candidates reported a positive experience.
You can read the full Iceland Foods + Kallidus + PredictiveHire story here.
The award will be presented at the annual Gala in London on September 23, 2021.
The rigorous judging process is done by a judging panel of 33 credible and experienced industry professionals including Rob McCargow, Director of Artificial Intelligence at PwC UK, James Fieldhouse, M&A Managing Director at BDO, and Karolina Minczuk, Relationship Director at Natwest Bank.
Other nominees are BDO in partnership with Amberjack, BUPA, GQR, and Virgin Media in partnership with Amberjack.
PredictiveHire is a frontier interview automation solution that solves three pain points in recruiting – bias, candidate experience, and efficiency. Customers are typically those that receive an enormous number of applications and are dissatisfied with how much collective time is spent hiring. Unlike other forms of assessments which can feel confrontational, PredictiveHire’s FirstInterview™ is built on a text-based conversation – totally familiar because text is central to our everyday lives
Every candidate gets a chance at an interview by answering five relatable questions. Every candidate also receives personalised feedback (99% CSAT). Ai then reads candidates’ answers for best-fit, translating assessments into personality readings, work-based traits and communication skills. Candidates are scored and ranked in real-time, making screening 90% faster. PredictiveHire fits seamlessly into your HR tech-stack and with it you will get off the Richter efficiency, reduce bias and humanise the application process. We call it ‘hiring with heart.’
If you’d like to stay up to date with PredictiveHire, you can subscribe to our newsletter here.
Right now, you’re probably focussing on how to get more of the best talent into your funnel as the global talent shortage squeezes hiring teams.
That’s why we’ve made some small (but significant) improvements to our experience, to make it even easier to access and use our platform, both for candidates and hiring teams.
Standalone Video Interview
Last year we created a world-first frictionless hiring experience, enabling incredible speed and immediate efficiency gains for our customers. An automated workflow that interviews every candidate using Ai over chat, and auto progresses the shortlist to a non-Ai Video Interview.
Our customers want to empower Hiring Managers to make the final hiring decision while eliminating wasted time that manual screening processes create, and giving every single candidate an empowering experience with their brand.
The results have blown us away. When combined with Chat Interview, Video Interview has achieved the following outcomes for our customers, across 30k candidates:
“This interview was really great since I had 5 chances to record my responses, and that I had time to prepare my answer. The interview was not rushed and I was able to say everything I had to say”
“I like that this system gives people the opportunity to express how they really feel, and streamlines the interviewing process.”
Given the market demand for asynchronous video solutions, we’re delighted to announce that Video Interview is now available as a standalone solution.
We remain committed to hiring that minimizes human bias and always recommend using our Ai Chat Interview as the first step in your main recruitment process. It’s fair, engaging, and the most efficient way to assess your candidate pool.
However, this development suits the following scenarios:
In both of these scenarios, candidates can still have an engaging experience with your brand by completing a Video Interview for your hiring team to review, in their own time.
For customers wanting to interview non-English speakers, or provide reasonable accommodations for candidates unable to provide written responses, you can now offer Video Interview as a standalone assessment stage.
To be clear: we always advocate for our Ai Chat Interview to be used as the main assessment stage in your standard hiring process. It’s faster, fairer, and a more engaging candidate experience at the top of the funnel.
However, for scenarios where it doesn’t work to use an English language written interview, now you can offer Video Interview on its own.
Ethnicity & Gender Source visible in DiscoverInsights
To be able to measure diversity through the funnel, and help you to pinpoint bias across your business, we report on the ethnicity and gender of candidates.
The source of this data comes from two places:
Now you’ll be able to see the percentage breakdown between these two sources, to better understand the overall accuracy with which these data points are reported.
Ask questions using video in Video Interview
To create an even more engaging Video Interview experience, customers can now pre-record the questions asked in video format, so your candidates have more of a ‘conversation’ and get to know your team.
Our Customer Success team manages this process, so if you want to use this feature, just get in touch.
Edge 3 MFA token timeout increased
We take security at Sapia seriously. The use of MFA is key to keeping our customer’s data safe, however, some customers were having some issues with the 5 min token timeout.
To address this, we’ve increased the time limit to enter your MFA code from 5 to 10 minutes, to make it easier to log in to our platform, and to give some slower email delivery systems time to get your code to you.
Planned delay in sending My Insights reports ⏰
Our Ai is fast.. Some could say, too fast!
To set a more human cadence of communication, we’ve introduced a planned delay of around an hour in sending My Insights reports to candidates after they’ve submitted their Chat Interview responses.
All in the spirit of creating a human, intuitive experience with our Smart Interviewer.