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Written by Nathan Hewitt

PredictiveHire finalist for In-House Innovation in Recruitment Award at UK’s Recruiter Awards

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.

PredictiveHire’s contribution to In-House Innovation in Recruitment

Iceland had to innovate. Hiring needed to be centralised and automated.Iceland's non-negotiables for an automated hiring platform

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.


About PredictiveHire

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.’

You can try PredictiveHire here (you’ll receive real personality insights), or leave us your details for one of our team to show you through the whole product

If you’d like to stay up to date with PredictiveHire, you can subscribe to our newsletter here.


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90% Faster Hiring Results for Tribepad Users with Sapia

Being able to access interview automation just got so much easier inside Tribepad, with Sapia. To explore the use cases for Sapia, let’s chat.

What does this mean for Tribepad users?

Here’s a quick rundown:

Sapia is an interviewing platform that offers every applicant an interview – by mobile chat.

  • All candidate first interviews are now fully automated. They answer 5-7 behavioural interview questions by text. With interview completion rates of 90%, the experience speaks for itself.
  • Candidates get something back of great value with 99% candidate satisfaction scores.
  • Candidate’s answers are assessed, scored and ranked in Tribepad for you to see.
  • Lastly, you get to the best talent much quicker with 90% recruiter time savings, against standard recruiting processes.

See solutions here

And now that we are integrated into Tribepad, you get all of these smarts inside your existing Tribepad application. At Sapia, we interview every applicant in-depth and at scale for you. Overall, this is by using a text chat that helps you find the best people fast. Our underlying data science has been accepted and published in international journals.

Tribepad is feature-rich, why do I also need Sapia?

Firstly, no one’s time is served well by screening thousands of CVs. With every additional applicant costs your business an extra $20 in screening if you are doing it the old way, automating the screening process is the commercial decision companies are now making.

  • This means you get talent in faster, and that can impact business metrics
  • It means everyone gets an interview – without your team having to do any of the grunt work
Sapia is used by a diverse range of business all around the world. Still, most of them have similar challenges of:
  • Finding the right people for their most important roles 
  • Identifying those people fast and efficiently
  • Interrupting bias in hiring and promotion
  • Ensuring every person hired amplifies your values
  • Creating a candidate experience that is engaging and rewarding.


How does it work for Tribepad users?

Once your vacancy is created in Tribepad, a corresponding interview link will also be created.

Candidates click this link to enter their text-based interview. This is known as the ChatInterview.

As soon as candidates complete their interview their results are displayed inside Tribepad. You also get to see the candidate’s personality assessment. With the pre-assessment already done for you, it makes shortlisting much faster. Thus, by sending out one simple interview link, you nail speed, quality and candidate experience.

As a Recruiter on Tribepad, for what roles should we use Sapia?

The SmartInterview experience is most commonly used for high-volume recruiting. Our customers typically use it in frontline customer-facing roles (like contact centres, customer service) and/or for low-skill roles.

We help manage the disconnect between attraction and retention. This is all done by allowing Recruitment Teams to work more efficiently to hire the best talent. All is done whilst ensuring the applicants feel good about applying for a job role.

Sapia solves the time problem of managing a large applicant pool. It also tackles the quality problem of pin-pointing the best people from that pool. Additionally it solves the candidate experience problem by offering every applicant a fair chance at the opportunity (everyone gets an interview) on platforms they love to use. Simultaneously every candidate gets something of immense value in return for their application.

We already use Tribepad. How do we connect Sapia?

We are glad you are asked! The first thing to note is Sapia is a paid app and sold separately. Next, to explore the pricing that suits your organisation, let’s chat. Lastly, our team can take you through the integration process and describe how the interview automation experience works.


Join the conversation

Also, to keep up to date on all things “Hiring with Ai” subscribe to our blog!

Finally, you can try out Sapia’s SmartInterview right now, or leave us your details here to get a personalised demo.

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“Please don’t go” – How to diagnose, cure and prevent Turnover Contagion

“Will the last team member to leave please turn out the lights”

New year, new job.

January is the most popular month for employees to look for new opportunities. But that doesn’t have to mean starting the year with an epidemic of departures.

People leave their jobs for all sorts of reasons.

  • Personal – for instance when a family member needs to relocate.
  • Professional – to get more pay, a promotion, or make a career change.
  • And of course,
  • Organisational – when they are no longer required or suitable for their job.

Any thriving business will want to see a healthy level of turnover in its staff. But what if your people are leaving simply because their colleagues are leaving?

We call this the Turnover Contagion Effect (TCE) and it’s something that every business should care about.

Diagnosing Turnover Contagion

You may have experienced Turnover Contagion yourself. It’s that growing sense that “everyone” in your team is job hunting, and it’s been around for as long as people have worked together.

Your colleagues may not have told you directly that they’re searching. But when there’s a sudden spate of funerals, urgent repair visits or caring for holidaying parents’ goats (all true stories) you may get a sense that something’s up.

Then there are the colleagues who are cagey about letting you see their screens. And of course the ones who quite blatantly tell the rest of the team that it’s only a matter of time before they leave.

However confident and secure you may feel in your role and the organisation, it’s only natural to begin to question your position.

Have your colleagues spotted some major flaw in the business that you’ve overlooked? Do they know something you don’t? Should you put some feelers out there, just in case?

But if you’re observing that disintegrating team from the Human Resources department, you’re probably asking rather different questions.
How did TCE start? Can you stop it spreading further? And how can you prevent it from happening in the first place?

What causes the Turnover Contagion Effect?

Turnover contagion stems from co-workers sharing how they’re feeling and how they’re valued at work. When it’s positive it contributes to more productive working environments and more engaged workers. But when workers are looking around it breeds unrest – it becomes contagious. And once TCE starts it can be hard to stop.

And it seems to be getting worse nowadays, for a variety of reasons;

  • Lower unemployment rates globally make it much easier for your employees to find a new job, and feel more confident in looking for one. There’s also some evidence that the current political climate is discouraging people from looking outside their home countries. So once an employee starts to look, they may find that they are up against far fewer competitors on the shortlist.
  • Social media, and the web in general, have made it amazingly easy to browse for new jobs, even for those who are “not really” looking. LinkedIn is the most obvious place, but there’s a wealth of job sites and careers advice sites that can stir up job dissatisfaction. Social media also spreads the contagion. It’s always been obvious when an unexpectedly large number from one team leave, but now any employee who has reasonable internal connections can spot a trend.
  • Lack of job satisfaction also contributes. Just a few little shared problems in the magic combination that includes pay satisfaction, team relationships and support, communication across, up and down the organisation, the demands of the job, and opportunities for growth and training can add to the spread of TCE.
  • Poor job embeddedness in your company makes things even worse. Studies (1) show that a highly embedded employee is less likely to leave, and very likely to motivate co-workers to stay. A well-embedded employee has many connections within the organisation and the local community, and their job fits with other aspects in their life. The stronger those links, the more committed a worker is to the organisation. Leaving their job would mean sacrificing more than salary. They also risk the loss of friendships, community links and their sense of belonging. So a company where many workers are strongly embedded is less susceptible to TCE. When workers are poorly embedded, far more are ready to leave. They’ll be updating their resumes, watching job postings, applying for new positions, and that inevitably causes an increased individual turnover.

Add these together and you may also experience a fifth factor.

  • Damaged employer reputation. As awareness of increasing staff turnover grows, your reputation as an employer may take a hit. And from there it can become a downward spiral. Your employees notice that more people are on the move. They start to think there’s something wrong with the organisation. They conclude there’s something wrong with anyone who chooses to stay, and they start their own job hunts. The internal damage spreads rapidly over social and traditional media to the local community and across your industry, making it harder to persuade new people to work with you, as well as increasing turnover. It can even start to damage the reputation of the products or services you provide.

Why does Turnover Contagion Effect matter?

When your business starts to suffer from TCE you might think there’s an upside. A long-awaited clear out of rotten wood. A way to make savings on employee costs. A chance for re-organising a dysfunctional department. And yes, all those can be somewhat true.

But whenever you lose a team member there are costs, apart from the obvious ones of losing their production and having to recruit and train a replacement. And these costs far outweigh the benefits.

  1. You lose the training you’ve invested in that person.
  2. You lose their knowledge of your business and all the relationships they’ve built up, internal and external.
  3. You may have to ask other team members to take on their workload while you recruit and then get the new hire up to full productivity – with potential detriment to their normal work.

And as you lose more and more from a team you also risk the engagement and morale of all of their former colleagues. In fact, that’s the greatest risk of the Turnover Contagion Effect – that it spreads further.

As our recent White Paper says (2), “… failing to monitor and moderate turnover can result in leaver behaviour becoming a cultural mainstay of a particular role type, or an accepted norm in the business as a whole.”

Here are 11 Essential Things to Know About Employee Turnover

A Possible Cure for Turnover Contagion Effect

Like most infectious diseases, TCE is easier to prevent than it is to cure. But if you do find that you’re already suffering from TCE, there are a few dos and don’ts.

Don’t

Reduce Social Communication

It’s certainly NOT effective to apply one commentator’s suggestion of trying to “…combat the social environment that stimulates turnover”.

That social side of work may be spreading the contagion, but it’s also the foundation of the strong sense of belonging to a business and a community that encourages people to stay.

Trying to move desks further apart, ban Tweets and Facebook posts or prevent canteen gossip will cause more problems than it solves.

Do

Instead, it may be more productive to consider the root cause of the lack of organisational commitment.

You should be asking:

  • Are supervisors and managers actively supporting the teams experiencing Turnover Contagion?
  • Should you be finding ways to make your business feel a true part of your local community or your industry?
  • Are there working practices and benefits that could be flexed to make workers’ life and work more balanced?
  • Could community engagement or social responsibility programmes help?

… and Probable Prevention for Turnover Contagion Effect

But as mentioned, it’s easier to prevent than cure, so better still is to start at the beginning.

Think about who you hire and how you look after them when they start work.

Are you hiring people who align well with your company culture and values? Are you hiring people with the personality and behavioural traits that make them more likely to stay and perform in your company?

If you’re unsure, that’s where you should start. Try to find out what makes people stay with your organisation. What do your long tenure employees have in common? With your newfound knowledge of your ideal candidate, identify the applicants that fit the bill and prioritise them in your shortlist.

This may sound like a difficult task, but nowadays there are even analytics and technology solutions that can do this for you.

Once you’ve found the right people you still need to look after them and help them commit to your organisation. Introducing each new hire to your company in a motivating induction
process, where they get to know other workers, will give them a strong start.

As they become truly embedded they’re your best hope for preventing future outbreaks of Turnover Contagion.

At Sapia, we help you find your shortlist of candidates who are more likely to stay in your specific business. We combine your data with our workforce and data science to scientifically screen your applicants and predict who is more likely to succeed. And that can also include how well those candidates will fit into your team, your organisation and your community.

References

(1) Felps et al. “TURNOVER CONTAGION: HOW COWORKERS’ JOB EMBEDDEDNESS AND JOB SEARCH BEHAVIORS INFLUENCE QUITTING” © Academy of Management Journal 2009, Vol. 52, No. 3, 545–561


You can try out Sapia’s FirstInterview right now, or leave us your details to book a personalised demo


 

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Kallidus and Sapia = Faster, fairer hiring

An ‘unfair’ advantage is obtained for Recruiters by adding Sapia’s interview automation to Kallidus with faster, fairer and better hiring results.

Make a difference

As the first gate to employment, the hiring team has a huge influence on candidate experience, diversity and inclusion and overall business success. The way you hire can make someone’s day. It can set your business up to overtake the competition. It can be one step towards designing a fairer world for everyone.

Hiring is more complex than ever

There’s a lot expected of recruiters these days. Attracting candidates from diverse backgrounds and delivering exceptional candidate care whilst selecting from thousands of candidates isn’t easy.

Recruiters are expected to:

  • Find the right people, ensuring a diversity of candidates
  • Fill roles quickly and efficiently
  • Interrupt bias in hiring and promotion
  • Ensure every person hired amplifies the organisation’s values
  • Create a candidate experience that is engaging and rewarding

Technology is more powerful than ever

The good news is that technology has advanced to support recruiters. Integrating Sapia artificial intelligence technology with the powerful Kallidus ATS facilitates a fast, fair, efficient recruitment process that candidates love.

Now is the time to:

  • optimise recruiter time spent by 90%
  • increase candidate satisfaction to 99%
  • achieve interview completion (the equivalent of application fill) rates of 90%
  • reduce bias

Your advantage: Sapia + Kallidus

Gone are the days of screening CVs, followed by phone screens to find the best talent. The number of people applying for each job has grown 5-10 times in size recently. Reading each CV is simply no longer an option. In any case, the attributes that are markers of a high performer often aren’t in CVs and the risk of increasing bias is high.

We’ve created a quick, easy and fair hiring process that candidates love.

  1. Create a vacancy in Kallidus, and a Sapia interview link will be created.
  2. Include the link in your advertising. Every candidate will have an opportunity to complete a FirstInterview via chat.
  3. See results as soon as candidates complete their interview. Each candidate’s scores, rank, personality assessment, role-based traits and communication skills are available as soon as they complete the interview. Every candidate will receive automated, personalised feedback.

By sending out one simple interview link, you nail speed, quality and candidate experience in one hit.

Read: The Ultimate Guide to Interview Automation

To see it in action

Watch this 2 minute video to see how Sapia works inside Kallidus for Iceland Foods.

Start today

Get ahead with Sapia’s award-winning chat Ai available for all Kallidus users. Automate interview, screening, ranking and more, with a minimum of effort. Save time, reduce bias and deliver an outstanding candidate experience.

To keep up to date on all things “Hiring with Ai” subscribe to our blog!

You can try out Sapia’s Chat Interview right now – HERE. Else you can leave us your details to get a personalised demo

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