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An ‘unfair’ advantage is obtained for recruiters by adding Sapia’s interview automation to Workday with faster, fairer, and better hiring results leveraging Workday recruiting AI.
Make a difference with Workday AI 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 with Workday’s recruiting technology stack. It can be one step towards designing a fairer world for everyone.
Hiring is more complex than ever with Workday ATS
There’s a lot expected of recruiters these days. Attracting candidates from diverse backgrounds and delivering exceptional candidate care while selecting from thousands of candidates isn’t easy. With Workday interview scheduling, recruiters are expected to:
- Find the right people, ensuring a diversity of candidates
- Fill roles quickly and efficiently using Workday automation
- Interrupt bias in hiring and promotion
- Ensure every person hired amplifies the organisation’s values
- Create a candidate experience that is engaging and rewarding with Workday ATS tips
Technology is more powerful than ever with Workday recruiting technology stack The good news is that technology has advanced to support recruiters. Additionally, integrating Sapia artificial intelligence technology with the powerful Workday ATS facilitates a fast, fair, efficient recruitment process that candidates love, including features like Workday video interview.
Are you ready to leverage Workday ATS integration to:
The good news is that technology has advanced to support recruiters. Additionally, integrating Sapia artificial intelligence technology with the powerful Workday ATS facilitates a fast, fair, efficient recruitment process that candidates love.
Are you ready to:
- 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
Your advantage: Sapia + Workday
for Workday recruiters 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 with Workday automation. Thus, 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 using Workday AI:
- Create a vacancy in Workday, and a Sapia interview link will be created.
- Include the link in your advertising. Every candidate will have an opportunity to complete a FirstInterview via chat.
- 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 Workday and get ahead
Get ahead of your competitors with Sapia’s award-winning chat Ai available for all Workday users. Automate interview, screening, ranking, and more, with a minimum of effort. Save time, reduce bias, and deliver an outstanding candidate experience with Workday ATS integration.
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. Also 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 Workday 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 surfaces in Workday as soon as each candidate finishes their interview.
Together, Sapia and Workday 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.
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 Workday 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 Workday 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 Workday to provide you with a best-in-class AI-enabled HRTech stack.
Getting started is easy
Lastly, let’s chat about getting you started – book a time here >
Related
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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.
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Situational Judgement Tests vs. AI Chat Interviews: A Modern Perspective on Candidate Assessment
Choosing the right tool for assessing candidates can be challenging. For years, situational judgement tests (SJTs) have been a common choice for evaluating behaviour and decision-making skills. However, they come with limitations that can make the hiring process less effective and less inclusive.
AI-enabled chat-based interviews, such as Sapia.ai, provide organisations with a modern alternative. They focus on understanding candidates as individuals and creating a hiring experience that is both fair and insightful while enabling efficient screening and selection.
This shift raises important questions: Are SJTs still a tool that should be considered for volume hiring? And what do AI assessments offer in comparison?
1. The Static Nature of SJTs
Traditional SJTs use predefined multiple-choice questions to assess behavioural tendencies and situational knowledge. While useful for screening, these static frameworks lack the flexibility to adapt based on real-world performance data or evolving role requirements.
Once created, SJTs don’t adapt to new data or evolving organisational needs. They rely on fixed scenarios and responses that may not fully reflect the dynamic realities of modern workplaces, and as a result, their relevance may diminish over time.
AI-enabled chat interviews, on the other hand, are inherently adaptive. Using machine learning, these tools can continuously refine their models based on feedback from real-world outcomes such as hiring or turnover data. This ability to evolve ensures the assessments align with organisations’ needs.
2. Richer Data Through Open-Ended Responses
One of the main critiques of SJTs is their reliance on multiple-choice responses. While structured and straightforward, these options may not capture the full scope of a candidate’s thinking, communication skills, or problem-solving ability. The approach is often limiting, reducing complex human behaviour to a few predefined choices.
AI-enabled chat interviews work more holistically and dynamically. These tools provide a more complete picture of a person by allowing candidates to answer questions in their own words. Natural language processing (NLP) analyses their responses, offering insights into personality traits, communication skills, and behavioural tendencies. This open-ended format lets candidates express themselves authentically, giving employers a deeper understanding of their potential.
3. The Candidate Experience: Stressful or Supportive?
SJTs often include time constraints and rigid formats, which can create pressure for candidates. This is especially true when candidates feel forced to choose options that don’t fully reflect how they would actually behave. The process can feel impersonal, even transactional.
In contrast, chat-based interviews are designed to be conversational and low-pressure for candidates. By removing time limits and adopting a familiar chat interface, these tools help candidates feel more at ease. They also frequently include personalised feedback, turning the assessment into a valuable experience for the candidate, not just the employer.
4. Addressing Bias and Fairness
Traditional SJTs are prone to transparency issues, as candidates can often identify and select the “best practice” answers without revealing their true tendencies. Additionally, static test designs can unintentionally embed bias; due to the nature of the timed test, SJTs have been found to disadvantage some groups.
AI chat interviews, when developed ethically within a framework like Sapia.ai’s FAIR Hiring Framework, eliminate explicit bias by relying solely on the content of a candidate’s responses. Their machine learning models are continuously validated for fairness, ensuring that hiring decisions are free from subjective judgments or irrelevant demographic factors.
5. An Assessment That Improves Over Time
Workplaces are constantly changing, and hiring tools need to keep up. SJTs’ fixed nature can make them less effective as roles evolve or organizational priorities shift. They provide a snapshot but not a dynamic view of what’s needed.
AI-enabled chat interviews are built to adapt. With feedback loops and continuous learning, they incorporate real-world hiring outcomes—like retention and performance data—into their models. This ensures that assessments stay relevant and effective over time.
Rethinking Candidate Assessment
As hiring demands grow more complex, so does the need for tools that can capture the whole person, not just their response to hypothetical scenarios. While SJTs have played an important role in hiring practices, they are increasingly being replaced by tools like AI-enabled chat interviews.
These modern approaches provide richer data, adapt to changing needs, and create a richer and more engaging experience for candidates. Perhaps most importantly, they emphasise fairness and inclusivity, aligning with the growing demand for unbiased hiring practices.
For organisations evaluating their assessment tools, the question isn’t just which method is “better.” Understanding the specific needs of your roles, teams, and candidates will help you choose tools that help you make decisions that are both informed and equitable.
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Keeping Interviews Real with Next-Gen AI Detection
It’s our firm belief that AI should empower, not overshadow, human potential. While AI tools like ChatGPT are brilliant at assisting us with day-to-day tasks and improving our work efficiency, employers are increasingly concerned that they’re holding candidates back from revealing their true, authentic selves in online interviews.
As an assessment technology provider, we are responsible for ensuring the authenticity and integrity of our platform. That’s why we’re thrilled to unveil the latest upgrade to our flagship Chat Interview: the AI-Generated Content Detector 2.0. With groundbreaking accuracy and a candidate-friendly design, this innovation reinforces our mission to build ethical AI for hiring that people love.
Artificially Generated Content (AGC) is content created by an AI tool, such as ChatGPT, Claude, or Pi. We initially rolled out the first version of our AGC detector last year and have continued to improve it as our data set has grown and these AI tools have evolved.
What’s New?
Our updated AGC Detector 2.0 achieves an impressive 98% detection rate for AI-assisted responses, with a false positive rate of just 1%. This gives organisations peace of mind that they’re getting the most authentic assessment of every candidate.
This cutting-edge system builds on Sapia.ai’s proprietary dataset of over 2 billion words, derived from more than 20 million interview question-answer pairs spanning diverse roles, industries, and regions. It’s trained on real-world data collected before and after the release of tools like ChatGPT, ensuring it remains robust and reliable even as AI tools evolve.
The Challenge of AI in Chat-based Interviews
Our data shows that around 8% of candidates use tools like GPT-4 to generate responses for three or more interview questions. While these tools may offer a quick way for candidates to complete their interview, they can inadvertently hide a person’s true personality and potential – qualities our customers are most interested in understanding through our platform. In fact, research from Sapia Labs shows that these tools have their own personality traits, which may be quite different from the candidate applying for the role.
For Candidates: Enabling Authenticity
When a response is flagged as potentially AI-generated, the system doesn’t disqualify candidates. Instead, a real-time warning pops up, allowing them to revise their answers or submit them as-is. This ensures that candidates are encouraged to present themselves authentically, reflecting their unique communication styles and sharing their genuine experiences.
For Hiring Teams: Actionable Insights
Responses flagged as AI-generated are highlighted in the candidate’s Talent Insights profile, accessible via Sapia.ai’s Talent Hub or ATS integrations. These insights give hiring teams the transparency to make informed decisions, fostering trust while accelerating hiring timelines.
Built on Unmatched AI Interview Expertise
“Our detection model’s strength lies in its foundation of real-world interview data collected from diverse roles and regions,” says Dr Buddhi Jayatilleke, Sapia.ai’s Chief Data Scientist. This depth of understanding enables the AGC Detector to maintain its industry-leading accuracy – even when candidates subtly modify AI-generated answers to appear more human.
Why This Matters
The AGC Detector 2.0 embodies Sapia.ai’s commitment to ethical AI that amplifies human potential. As our CEO Barb Hyman explains:
“The hiring landscape has fundamentally changed since ChatGPT, but our commitment remains clear: AI should amplify human potential, not penalise it. This breakthrough fosters authentic hiring conversations. Our real-time warning system helps candidates make better choices and gives enterprises confidence in their selection decisions.”
Testing and Validation of the AGC Detector 2.0
The new detector has been rigorously tested on over 25,000 interview responses generated by humans and leading AI models like GPT-4, Claude-3.5, and Llama-3. The results speak for themselves, reinforcing the reliability and fairness of this game-changing technology.
Fairness & Transparency in AI-Enabled Hiring
By detecting AI-generated content while allowing candidates to correct their responses, our AGC Detector 2.0 ensures every applicant has the chance to put their best, most authentic foot forward when applying for a role powered by Sapia.ai. For enterprises, it provides confidence in the integrity of their hiring decisions and ensures they’re connecting with real candidates at scale.