by james grant, weavee link to keynote: ... · startups shaking up the way you get hired the tech...
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Keynote, Recruiters Day 2018By James Grant, WeaveeLink to keynote: http://bit.ly/RDWeavee
Featured in
About us, the team and background
Raj HayerManaging Director - Motivational Coaching - Psychometric Analysis
James GrantCEO - Discovery Executive - Computer/Data Science - Techie
Ian DawudOrganisational Psychology - Linguistics - City University
Providing moral support from London
Solving employee engagement
We enable managers to understand if they are “intrinsically motivating” their employees
“Managers contribute 70% of workforce employee
engagement” - Gallup
Weekly “pulses” measure effectiveness
“Engaged companies perform 22% better than
competitors” - Gallup
Some Weavee achievements
The 'Rec Tech' Revolution: Four Startups Shaking Up The Way You Get Hired
The tech startups using AI to disrupt the recruitment industry
Remploy is using Weavee to counter unconscious bias and help disabled job candidates secure roles on the strength of their ability.
Weavee obtains EU H2020 Seal of Excellence and Recommendation for Funding
Engage ESM completes Weavee Pilot to understand the unrealised potential in their teams
NFU Mutual completes a pilot of the Weavee platform to understand the cognitive diversity in their teams
How AI could BREAK “recruiting for diversity”
Deloitte“32 percent increase in inclusion and diversity as the top business priority
since 2014” - “69% of executives”
What is the language of recruitment?
PsychometricsMeasuring the of mind, ability, personality, intelligence
DiversityInclusion of different variations in people, background, race, gender and cognitive mind within the workplace
Machine Learning (Artificial Intelligence)Identifying repeatable patterns and automating their execution without human intervention
30% Male
70% Female
80% Male
20% Female
Why is diversity important?
Diversity helps reach the true customer base
Company Customers
Improves Innovation
Higher Financial Performance
Improves Creativity
How do we traditionally solve diversity?
RecruiterFinds people who meet business requirements
ManagerMeasurement of employees progression
Feedback on diversitybenefits
Who really controls the problem?
ManagersThey control 60% of employee performance - Towers Watson
Inclusivity and equal voice lead team performance - Google
Chosen Business SolutionArtificial Intelligence - 20% of organisations are using it to counter the problem
Unconscious bias39% of Managers in the UK have not received training
Receive recommendation
Business Requirement
Big Data
How Does Machine Learning Work?
Benefit: Efficiency | Speed | Automation
Measure and repeat for increased accuracyLook for patterns
What problems can appear?
Bad Recommendation OutBad Data in
What is bad data?Missing sections of information
Choosing to use the wrong datasetMaking “assumptions”
AI is dumb
How does this impact on real life?
A day after Microsoft introduced an innocent Artificial Intelligence chat robot to Twitter it has had to delete it after it transformed into an evil Hitler-loving' - proclaiming robot
2016
Effective AI creates super efficiencyBut it is not “human”, it will base it on whatever we “train” it with
How can AI BREAK recruitment diversity?
Data PointsGenderAgeEthnicityReligionEducation
Output30-40yr
WhiteMale
ChristianHarvard
90% of High Performers in organisation are30 - 40yr, White, Male, Christian, Harvard
It’s not really possible use ethical AI on this organisation
- A vendor AI could offer “industry” advice and benchmarks -
Reversing traditional diversity
Cognitive Diversity
Human Capital
Use no other data points
SkillsExperiences
PersonalitiesAbilities
Scientific led data collection
Big Five Personality Psychometric
O - OpennessC - ConscientiousnessE - ExtraversionA - AgreeablenessN - Neuroticism
The most scientifically and psychologically accepted model for accuracy, reliability, predictability
Top tip: Obtain the data from everyone or it will be skewed to top performers and management
Scientific Diversity Example
52% Friendliness Gap
To increase collaborationimprove friendliness
...so the AI hires 100% friendly people
How does increasing friendliness affect the company?
Lower PotentiallyBetter client turnaround
Unwelcoming
Higher PotentiallyOutgoing
Easily bored
Consider: What are the cultural and environmental influences?
How do we mitigate the AI risk?
Candidate cognitive data against the role profile
A+10% gender diversity
B+10% cognitive diversity
C+10% clientbase match
Demographic data
Recruiter decides what is most critical to solve - AI recommends on most effective placement
Summary: Who should process the data?
Handles huge datasetsOnly does what it learns
Can build benchmarksInflexible to localised problemsWill require a specialised vendor
Artificial Intelligence
Summary: Who should process the data?
Human Intelligence
Handles small datasetsUnderstands soft data usage
Makes localised tweaksInfluences the culture of work
Flexible to changing world
Summary: Who should process the data?
Handles huge datasetsOnly does what it learns
Artificial Intelligence Human Intelligence
Handles small datasetsUnderstands soft data usage
Working together to learn what’s right for the company
and its people
Provides recommendations
Provides Parameters/Feedback
+
Thank You
https://www.weavee.co.uk
+44 7411 533122
WeaveeTransform Your Human Capital
Access team unrealised potential
View my personality at: http://bit.ly/BigFiveJames
= Your People Growth