Improvements to Sapia.ai customer data security and sovereignty

The good people at SuccessFactors have created an HR software system to help you deliver business strategy alignment, team execution, and maximum people performance. They’re passionate about helping you empower your workforce. And with Sapia, you can now take full advantage of SuccessFactors ATS to get ahead of your competitors by integrating Sapia’s interview automation for faster, fairer and better hiring results.

Decrease SuccessFactors ATS hiring complexity

From attracting candidates of diverse backgrounds and delivering an exceptional candidate experience, you’re expected to do a lot! All whilst you’re selecting from thousands of applicants…
The good news is that technology has advanced to support recruiters. Integrating Sapia artificial intelligence technology with the powerful SuccessFactors ATS facilitates a fast, fair, efficient recruitment process that candidates love.

You can now: 

• Reduce your screening time by up to 90%
• Increase your candidate satisfaction to near 100%
• Achieve interview completion rates over 90%
• And reduce screening bias for good

Sapia + SuccessFactors

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.

You can now streamline your SuccessFactors process by integrating Sapia’s interview automation with SuccessFactors.

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

1. Create a vacancy in SuccessFactors, 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.

Integrate SuccessFactors and get ahead

Sapia’s award-winning chat Ai is available to all SuccessFactors users. You can automate interviewing, screening, ranking and more, with a minimum of effort! Save time, reduce bias and deliver an outstanding candidate experience.

Experience the Sapia’s Chat Interview for yourself

The interview that all candidates love

As unemployment rates rise, it’s more important than ever to show empathy for candidates and add value when we can. Using Sapia, every single candidate gets a FirstInterview through an engaging text experience on their mobile device, whenever it suits them. Every candidate receives personalised MyInsights feedback, with helpful coaching tips which candidates love.

Together, Sapia and SuccessFactors deliver an approach that is: 

• Relevant—move beyond the CV to the attributes that matter most to you: grit, curiosity, accountability, critical thinking, agility and communication skills
• Respectful—give every single person an interview and never ghost a candidate again
• Dignified—show you value people’s time by providing every single applicant personal feedback
• Fair—avoid video in the first round interviews and take an approach that’s 100% blind to gender, age, ethnicity and other irrelevant attributes
• Familiar—text chat interviewing is not only highly efficient, it’s also familiar to people of all ages  

There are thousands of comments just like this …

“I have never had an interview like this in my life and it was really good to be able to speak without fear of judgment and have the freedom to do so.

The feedback is also great. This is a great way to interview people as it helps an individual to be themselves.

The response back is written with a good sense of understanding and compassion.

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.”

Take it for a 2-minute test drive here > 

Recruiters love using artificial intelligence in hiring

Recruiters love the TalentInsights Sapia surface in SuccessFactors as soon as each candidate finishes their interview.

Together, Sapia and SuccessFactors deliver an approach that is: 

• Fast—Ai-powered scores and rankings make shortlisting candidates quicker
• Insightful—Deep dive into the unique personality and other traits of each candidate 
• Fair—Candidates are scored and ranked on their responses. The system is blind to other attributes and regularly checked for bias.
• Streamlined—Our stand-alone LiveInterview mobile app makes arranging assessment centres easy. Automated record-keeping reduces paperwork and ensures everyone is fairly assessed.
• Time-saving—Automating the first interview screening process and second-round scheduling delivers 90% time savings against a standard recruiting process.

Don’t believe us, read the reviews! 

See Recruiter Reviews here > 

HR Directors and CHROs love reliable bias tracking

Well-intentioned organisations have been trying to shift the needle on the bias that impacts diversity and inclusion for many years, without significant results. 

Together, Sapia and SuccessFactors deliver an approach that is: 

• Measurable—DiscoverInsights, our operations dashboard that provides clear reporting on recruitment, including pipeline shortlisting, candidate experience and bias tracking.
• Competitive—The Sapia and SuccessFactors experience is loved by candidates, ensuring you’ll attract the best candidates, and hire faster than competitors.
• Scalable—Whether you’re hiring one hundred people, or one thousand, you can hire the best person for the job, on time, every time.
• Best-in-class—Sapia easily integrates with SuccessFactors to provide you with a best-in-class AI-enabled HRTech stack. 

Getting started is easy

Let’s chat about getting you started – book a time here > 

Graduate Recruiting

Article 2 of 2 |

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.

1. Personalise your communications

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.

2. Reduce the asymmetry in recruitment and give something back! 

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

3. Use assessment tools that feel more human 

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

4. Remove bias from your processes

The right AI tool can ensure every graduate applicant has an equal and fair opportunity to be considered because:

• They don’t rely on the CV, which is a biased and inadequate reference point for the traits that matter the most, such as growth mindset, accountability, drive and grit.
• They remove irrelevant markers of job fit like your ethnicity, your gender and your age, unlike video interviewing, which bakes in biased selection.

5. Hire for values and train for skills 

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

https://sapia.ai/graduate-recruitment-during-covid-19-whats-different/

Despite all the rhetoric, it seems that the world is becoming worse at removing bias from our workplaces, leveling the playing field for all employees, and improving diversity, equity, and inclusion. 

COVID was tough for everyone, but the one good moment that seemed to come out of it was how people galvanized around the Black Lives Matter movement. Companies dedicated large advertising budgets to sophisticated promotional campaigns to convince us that they supported the movement.

At work, people demanded better from the companies they worked for. They demanded real and measurable progress on matters like diversity and inclusion, not just better benefits. 

Employees weren’t going to accept the hypocrisy of their employer, a consumer brand spending millions on advertising about how woke they are when nothing changed internally. Bias was just not something that people were prepared to accept. It seemed like progress was being made, at least in the workplace.

Fast forward to 2023, and things have gotten worse than they were before the movement. What happened to push us so far backward on all the progress we’d made? The answer is video interviewing, specifically when it comes to amplifying bias in recruitment.

Video interviewing: Simpler, but not fairer

Video interviewing took off as a solution to the challenges of remote recruiting. However, video is a flawed way of assessing potential candidates as a first gate. It invites judgment, adds stress to the candidate, puts added pressure around hair and makeup, and turns a simple interview into a small theater production. Additionally, simply automating interviews with video doesn’t create any efficiencies for hiring teams, who are still watching hours and hours of interviews. 

Video also excludes people who are not comfortable on camera, such as introverts, people with autism, and people of color. These factors do not influence a person’s ability to do a job, but using video at the start of the interview process puts them at a disadvantage. We are excluding a significant percentage of people by using video as a first gate.

We analyzed feedback comments from more than 2.3 million candidates across 47 countries using smart chat invented by Sapia.ai to apply for a role, and the overwhelming theme is that “it’s not stressful.” 

As an industry, we must put a stop to this. Already, there is growing cynicism when companies talk about “improving candidate experience” because we like to say we care about something that will win us good PR, but we do little to hold ourselves accountable. We care more about optics than results.

However, you cannot say you care about candidates or diversity and inclusion and only use video platforms to recruit people. Frustratingly, there is technology that solves for remote work, improves the candidate experience, and truly reduces bias, and that is text chat. 

Some of the most sought-after companies, like Automattic (the makers of WordPress), have been using it for years.

The answer is in chat

Chat is how we truly communicate asynchronously. It needs no acting, and we all know how to chat. Empowered by the right AI, text chat can be human and real. It can listen to everyone, it is blind, reduces bias, evens the playing field by giving everyone a fair go, and gives them all personalized feedback at scale. 

It can harness the true power of language to understand the candidate’s personality, language skills, critical thinking, and much more.

Video should only ever be used as a secondary interaction, for candidates who are already engaged in the process and have been shortlisted. In that case, it does give hiring teams a chance to meet candidates, and candidates are more likely to be comfortable with video as they know they’ve progressed, and they’ve had a chance to present themselves in a lower pressure format already.

Why are we settling for video as a first interaction, when we can actually do more than make empty marketing promises to candidates? Why choose a solution that erodes all the hard gains we’ve made in diversity and inclusion?