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��ϲ�� + IBM watsonx Orchestrate: Create Interviews, Mitigate Cheating, and Shortlist Top Talent — All Through Simple Conversation��

��ϲ�� — Wed, 10 Sep 2025 14:53:22 +0000

TORONTO, ON, Sept 10, 2025 –��Today’s talent teams are often asked to do more with less. Move faster, hire better, and meet growing expectations for fairness and accountability. What was once a competitive edge is now a baseline requirement: making confident, efficient, and inclusive hiring decisions. ��

At ��ϲ��, we’ve reimagined hiring and promotions as a more efficient and automated process. By combining I-O Psychology with machine learning, our platform helps recruiters save time, identify top tier talent, and provide candidates a more equitable, streamlined journey from application to offer. In addition to providing a trust score that indicates the likelihood of cheating, ��ϲ�� assessments are structured as interview-style responses with no single ‘right’ answer which inherently reduces the possibility of gaming the system. ��

Now, in collaboration with IBM, we’re taking the next step: embedding generative AI directly into the hiring workflow designed to make the entire process not just smarter but simpler. 

Turning Complex Talent Workflows into Assistant-Driven Experiences ��

IBM watsonx Orchestrate, IBM’s generative AI and automation solution that helps create, deploy and manage AI assistants and agents, is helping us deliver intelligent automation to talent teams and hiring managers, empowering them to move more efficiently and confidently through recruitment cycles.��We have now embedded watsonx Orchestrate assistant as a chat-based experience in ��Դǳ��’s recruiter dashboard, enabling hiring teams to trigger and manage recruiting workflows directly through natural language. Designed to automate tasks, reduce complexity, and save time, watsonx Orchestrate will help us make everyday HR workflows more accessible and scalable. ��

This integration is designed to help recruiters and hiring managers: ��

Create tailored, predictive interviews in seconds by simply describing the role or required skills, enabling the assistant to design high-quality ��ϲ�� asynchronous interviews. ��

Automatically retrieve and invite candidates — the assistant can go directly into a customer’s ATS, find applicants waiting for review, or work from an uploaded file, and send them structured assessments. ��

Pinpoint top talent by filtering applicants through ��Դǳ��’s skills-based scoring and surfacing those with the potential to succeed within the given parameters. Use natural language prompts, like “show me the top 90% of candidates,” to instantly analyze and act on evaluation results.��

Verify authenticity by equipping hiring managers with candidate response summaries, interview guidance and fairness indicators – enabling them to confirm insights in person during live interviews.��

Unlock hidden potential by searching past interview data and existing talent pools to discover candidates who may have been previously overlooked. All of this happens through simple natural language prompts, enabling the AI assistant to handle multiple steps, from designing interviews to sourcing candidates in your ATS to delivering a ready-to-review shortlist, so hiring teams can act faster and make smarter decisions with minimal effort. ��

We’re not stopping here. Soon, the assistant will do even more to deliver a truly end-to-end hiring experience, with plans to take hiring teams from job creation through candidate evaluation, all within a single flow.��

Some key features we are working on: ��

Publish targeted job descriptions for specific roles across platforms like LinkedIn and Indeed. ��

Schedule and manage in-person or virtual interviews with best-matched talent.
Track the entire workflow — from posting to offer — via one intuitive AI assistant  ��
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A Shared Commitment to Scalable, Responsible AI ��

We believe that our collaboration with IBM will help strengthen ��Դǳ��’s mission to help organizations hire using technology that helps mitigate bias, provide greater transparency, and support better talent outcomes — all without adding complexity. By embedding generative AI directly into existing talent workflows, we empower hiring teams to work faster, cut manual effort, and surface structured, bias-mitigated recommendations in the tools they already use. ��

Together, we’re enabling more confident, inclusive, and data-driven decisions about people. “Assistant-driven workflows will define the next era of talent acquisition, but only if they’re built with a thoughtful approach rooted in proven science and fairness,” said Faisal Ahmed, CTO and Co-Founder of ��ϲ��. “That’s why we’re uniquely positioned to lead this transformation for HR — pairing our deep expertise in equitable hiring with IBM’s powerful automation to create AI assistants that deliver real impact, not just buzzwords.” ��

To learn more, visit our product page or find us in the . ��

BHER Partners with ��Դǳ��’s AI Platform to Fast-Track Student Upskilling and Job Placement��

��ϲ�� — Mon, 18 Aug 2025 17:15:57 +0000

TORONTO, ON, Aug 19, 2025 – We are excited to announce our collaboration with the to tackle one of �䲹�Բ��岹’s��most pressing workforce challenges: the��soft skills gap.��

BHER is the only organization that brings together leaders from �䲹�Բ��岹’s top companies and post-secondary institutions to tackle the country’s biggest skills, talent, innovation, and productivity challenges. This partnership will bring together ��Դǳ��’s AI-powered assessments and BHER’s extensive network of work-integrated learning (WIL) programs to help early-career professionals strengthen the human skills that employers value most, and boost productivity across �䲹�Բ��岹’s evolving economy.��

This collaboration is part of a broader group of supported by DIGITAL, one of �䲹�Բ��岹’s five Global Innovation Clusters. Backed by funding from the federal government through Innovation, Science and Economic Development Canada (ISED), DIGITAL is investing $15 million to advance Canadian talent development. More than 3,000 participants are expected to benefit, with a strong emphasis on equity-deserving communities and high-growth sectors such as clean energy, cybersecurity, healthcare, aquaculture, and manufacturing, industries that are rapidly evolving through digital transformation.��

The Challenge: Skills Mismatch + Productivity Drag��

Canadian employers have been clear: while technical expertise matters, non-technical skills like communication, adaptability, decision-making, and collaboration often make the difference between a good hire and a great one.��

The gap in these skills isn’t just a hiring issue, ��’s a productivity challenge. Teams with strong soft skills innovate faster, adapt better to change, and create more value for their organizations. Bridging this gap means equipping young professionals with the abilities to contribute meaningfully from their first day on the job.

Through the ��ϲ�� and BHER collaboration, early-career professionals will complete an AI-powered baseline soft skills assessment before entering WIL programs. Using ��Դǳ��’s proprietary scoring algorithm, the platform evaluates participants against the competencies needed to succeed in real-world roles. Based on these results, each learner receives a personalized development plan, which they can then apply and refine during their WIL��experiences within BHER’s network of over 10,000 employers and 200 post-secondary institutions nationwide.��

Embedding AI directly into the WIL process is an innovative way to accelerate skill development and workforce readiness. “The human skills that employers value most are also the hardest to teach in classrooms and to assess in real time,” said BHER CEO Val Walker. “WIL allows students to develop these skills through hands-on experience while AI-powered assessments provide personalized feedback, which helps both students and employers. BHER is excited to be piloting AI assessments in WIL. Our goal is to build a workforce that’s ready to contribute from day one.” ��

For ��ϲ��, the project underscores AI’s potential to address one of �䲹�Բ��岹’s most persistent workforce challenges. “Closing the soft skills gap isn’t just about making graduates more employable. It’s about enabling them to drive real productivity gains for the organizations they join,” shared ��ϲ�� CEO Jahanzaib Ansari. “By providing fair, data-driven, and scalable assessments, we’re ensuring every learner gets the personalized roadmap they need to succeed, no matter where they start.”��

As Canada navigates rapid shifts in industries from clean energy to cybersecurity, the demand for adaptable, well-rounded professionals is only growing. Our collaboration with BHER is one step toward ensuring the next generation is ready to meet that demand, and to help close��Canada’s soft skills gap.��

Want to see how AI can strengthen soft skills and boost productivity in your organization? Book a demo with us today.

��ϲ�� selected as part of DIGITAL’s $15M Technology Supercluster fund to scale soft skills with AI��

��ϲ�� — Thu, 10 Jul 2025 17:32:35 +0000

TORONTO, ON, June 5, 2025 –��ϲ��, Business + Higher Education Roundtable (BHER)��and Dr. Piers Steel are partnering to solve a growing problem: the soft skills gap in Canada. Together we’re building an AI-driven platform that gives early-career professionals access to automated, individualized soft skills assessments, both before and after work-integrated learning (WIL) programs.��

This project is one of announced as part of DIGITAL’s $15 million investment into Canadian talent development. Funded by the federal government through Innovation, Science and Economic Development Canada (ISED), DIGITAL is one of �䲹�Բ��岹’s five Global Innovation Clusters. Over 3,000 people will benefit from these programs, with a strong focus on equity-deserving groups and sectors experiencing fast growth and digital transformation including clean energy, cybersecurity, healthcare, aquaculture, and manufacturing.

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��Դǳ��’s Role: AI Platform for Non-Technical Skills��

��ϲ�� is leading the development of an that delivers high-quality, personalized feedback on non-technical skills (NTS) assessments at scale. Leveraging BHER’s extensive network of post-secondary institutions and deep experience with work-integrated learning programs, the platform will help graduating students across Canada enhance their readiness for the workforce. Dr. Piers Steel will conduct publishable research to validate the platform’s effectiveness in improving early-career NTS and employability, ensuring a strong evidence base for its impact. ��

This initiative will help bridge the gap between academic training and industry needs. It will also improve productivity while supporting a more skilled and adaptable Canadian workforce, contributing to broader economic and social well-being.��

Here’s how the system works:��

Pre-program assessment��
Before entering a WIL experience, early-career professionals complete our AI-powered soft skills assessment. This establishes a clear baseline.
AI analysis and personalized feedback��
Our machine learning model analyzes candidates’ responses based on the core competencies required for success in real-world roles. Then, generative AI delivers tailored feedback and actionable improvement steps in key areas like communication, adaptability, decision-making, and collaboration. These recommendations are compiled into a personalized development plan to support each learner’s growth before they enter the workplace.
Real-world application��
Participants put their personalized development plans provided by ��ϲ�� into practice through programs run by over 10,000 employers and 200 post-secondary institutions across Canada.
Post-program evaluation��
After the WIL placement, learners retake the assessment to measure growth and reflect on how their skills have evolved.

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Why It Matters��

Canadian employers consistently identify a critical gap: while technical skills can be taught, soft skills, like teamwork, leadership, and critical thinking, are often underdeveloped and under-measured. As skills-first hiring gains momentum, the need for objective, scalable soft skills assessment tools become even more urgent.��

Our work, funded in part by , directly addresses this challenge. Together, we’re creating a fair and data-driven platform that supports personal development, practical learning, and long-term career success. It’s a meaningful step forward in closing �䲹�Բ��岹’s soft skills gap and in helping to build a more equitable and future-ready workforce.��

Curious how we can help your organization close the soft skills gap and build a stronger team? We’d love to talk!

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Going Beyond ChatGPT for Hiring – Bridging the Skills Gap in Recruitment��

��ϲ�� — Thu, 23 Jan 2025 16:59:17 +0000

The recruitment landscape has seen seismic shifts with the arrival of AI-driven tools like ChatGPT. As this technology continues to evolve, ��’s reshaping various industries, including recruitment. While ChatGPT for hiring offers impressive abilities in natural language processing and conversation simulation, it also reveals significant gaps in traditional recruitment processes that can lead to inefficiencies, biases, and missed opportunities.��

At ��ϲ��, we believe technology should do more than just automate; it should drive equitable, impactful, and data-backed hiring decisions. This is why ��ϲ�� stands apart, offering that address the shortcomings of tools like ChatGPT for hiring while building on their strengths. Here’s how we’ve developed a platform that safeguards the integrity, fairness, and effectiveness of recruitment.��

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How ChatGPT Has Broken Traditional Recruitment��

Amplifying Bias��

ChatGPT and similar models are trained on extensive datasets sourced from the internet, which can inadvertently reinforce societal biases. These biases manifest when hiring decisions are influenced by patterns that favor certain demographics or disadvantage others, perpetuating inequality in recruitment practices. While ChatGPT for hiring may streamline some tasks, it risks introducing biases that could unfairly impact diverse talent pools.��

Missing Role-Specific Nuance��

While ChatGPT can process resumes and simulate responses to interview questions, it lacks the depth needed to assess skills for specific roles accurately. Recruitment tools that rely solely on general-purpose AI models like ChatGPT often miss subtle but critical factors—such as role-relevant competencies and cultural fit—that are essential for identifying the right candidate. Without this nuance, traditional hiring processes risk superficial evaluations.��

Over-Reliance on Automation��

Automation is a powerful tool, but over-relying on it can undermine the recruitment process. ChatGPT, while versatile, cannot evaluate candidates in a holistic, context-rich manner. It may excel at text-based analysis but falls short in delivering comprehensive assessments that consider human growth potential, emotional intelligence, and situational judgment. The result? Flawed candidate evaluations that fail to address an organization’s true hiring needs.��

How ��Դǳ��’s Solution Excels��

��Դǳ��’s platform harnesses the power of responsible AI, offering an alternative to general-purpose AI models like ChatGPT for hiring. By blending technology with evidence-based insights, we deliver solutions that prioritize accuracy, inclusivity, and fairness in recruitment. Here’s how:��

Skill-Centric Assessment��

��Դǳ��’s AI is purpose-built to evaluate role-specific competencies. Our platform provides video-based behavioral assessments that focus on key skills relevant to each position. By honing in on what truly matters for each role, ��ϲ�� ensures candidates are evaluated not just on what they say, but on how their skills align with the job’s demands.��

Built-In Bias Mitigation��

Our platform is designed with fairness at its core. By applying rigorous bias-reduction techniques, ��ϲ�� creates a level playing field for all candidates and ensures equitable opportunities across diverse talent pools—something that general-purpose AI like ChatGPT for hiring cannot guarantee.��

Blending Human and AI Insights��

Effective recruitment requires more than just automation; it demands a balance of human judgment and technological precision. ��ϲ�� combines machine learning with scientifically validated assessments, delivering a more holistic evaluation of candidates. This approach captures critical elements like cultural fit, growth potential, and real-world problem-solving abilities—factors often overlooked by tools like ChatGPT.��

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The Future of Recruitment: Thoughtful AI��

The rise of tools like ChatGPT highlights the limitations of traditional recruitment methods and underscores the need for thoughtful AI solutions. While ChatGPT for hiring offers some advantages, such as streamlining communication and automating administrative tasks, ��’s not designed to address the complexities of skill-based, fair, and inclusive hiring.��

At ��ϲ��, we’re proud to be part of a larger movement toward responsible AI in recruitment. Our platform empowers hiring teams to make impactful, data-driven decisions without sacrificing fairness or integrity. By focusing on role-specific competencies, prioritizing skills, and blending AI with human insights, we’re helping organizations unlock the full potential of their talent pools.��

Ready to take the next step towards the future of recruitment? We’d love to talk!��

Recruiting without borders: How Remote Hiring ��ϲ�� Transform Recruitment

��ϲ�� — Mon, 16 Dec 2024 17:11:02 +0000

Picture this: your company is growing fast. You need to hire in multiple regions, but you’re stuck juggling time zones, job markets, and stacks of resumes. Sound familiar? Expanding recruitment into new markets is exciting—but ��’s also overwhelming.��

With growth comes new challenges—time zones, cultural nuances, and the constant struggle to keep the process consistent and fair. Traditional hiring methods like job fairs and local partnerships can only take you so far when you’re scaling rapidly. This is where remote hiring solutions like assessments come into play, revolutionizing how companies recruit globally.��

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Why Remote Hiring ��ϲ�� Matter��

Think of assessments as your recruitment GPS, guiding you straight to the best talent. They’re efficient, consistent, and data-driven—helping recruiters pre-screen candidates, focus on top talent, and save precious time. But the real magic? They level the playing field. No matter where your candidates come from, they are all evaluated equally. But there’s more to it than just efficiency.��

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Scaling recruitment with purpose��

At ��ϲ��, we believe assessments should do more than save time—they should help you hire inclusively and strategically. Our platform combines cutting-edge AI with practical tools to help recruiters overcome geographical barriers and build diverse talent pipelines. Just like Google maps can determine the quickest route to a destination among several alternative paths, our assessments can determine which candidates, among many, have the greatest likelihood of meeting expectations on the job.��

Here’s how we make it happen:��

Skills-based evaluations: Screen candidates for role-specific skills and soft skills tailored to your organization’s needs.��

Unbiased AI: Designed to eliminate unconscious bias, our tools create a fair hiring process for candidates from diverse backgrounds.��

Scalable and Efficient: Whether hiring locally or globally, our solutions ensure a seamless recruitment process at any scale.��

Recruiters often share how ��Դǳ��’s solutions allow them to spend less time sifting through resumes and more time building meaningful relationships with candidates. When expanding into new regions, where applicants may have limited knowledge of your company’s culture, this balance is invaluable.��

The Benefits of Remote Hiring ��ϲ����

Remote hiring solutions don’t just improve processes—they enhance your company’s reputation. Here’s how:��

Consistency Across Regions: A unified process ensures all candidates experience the same standards, regardless of location.��

Time Savings: Automated screening tools reduce manual tasks, freeing up recruiters to focus on high-value activities.��

Enhanced Candidate Experience: Streamlined and fair processes leave a positive impression on candidates, boosting your employer brand.

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Building a Reputation That Travels��

Here’s the secret sauce: solutions like ��ϲ�� don’t just improve efficiency—they also boost your brand. Candidates notice when a company has a streamlined and fair hiring process. They notice when their experience feels personalized, even if they’re applying from halfway across the world. In competitive markets, �ٳ󲹳�’s the kind of candidate experience that stands out.��

With assessments, regional recruitment isn’t a challenge—��’s an opportunity. So, why settle for the old way of doing things? The future of hiring is here, and ��’s smarter, faster, and fairer than ever.��

Ready to expand your recruitment presence? Let us help.��

Gender Bias in hiring: Why Women Are Choosing AI Over Male Recruiters��

��ϲ�� — Thu, 12 Dec 2024 13:50:16 +0000

Imagine this: you’re applying for a job. You’ve worked hard, tailored your resume, and crafted the perfect cover letter. Now, your application sits in the hands of a recruiter—a complete stranger—who holds the power to decide your future. Would you trust this recruiter to be unbiased?

If you’re a woman, research says probably not.

An published in the Gender Policy Report reveals a growing trend: women prefer AI-driven hiring tools over male recruiters. It’s not surprising. It’s a reflection of their frustration with gender bias in hiring—bias that, whether conscious or unconscious, continues to undermine equitable opportunities. AI, on the other hand, promises something refreshingly simple: neutrality.

But is AI really the knight in shining armor?

The Problem Isn’t Just Bias—It’s Trust

Gender bias in hiring has existed for decades, but what’s striking is the growing trust gap. The report highlights how women’s preference for AI stems from a lack of confidence in traditional, human-led recruitment. It’s not just about men versus machines; ��’s about a system that has historically favored one gender, one race, or one background over others. Women, in particular, have faced hurdles like being judged for their appearance, questioned about their family planning decisions, or overlooked because of outdated gender norms. It’s no wonder many are ready to embrace a solution that bypasses these pitfalls entirely.

And here’s where things get tricky: not all AI tools are created equal. Algorithms themselves can be biased if they’re trained on biased data. So how do we ensure fairness?

��Դǳ��’s Mission: Eliminating Bias, Period.

This is where ��ϲ�� comes in. We’ve made it our mission to create truly fair hiring solutions. Our AI doesn’t just promise neutrality—��’s designed to deliver it.

Here’s how:

- Bias-Free Data: ��Դǳ��’s AI is trained on data that is rigorously screened to eliminate bias. No outdated stereotypes. No skewed results.

- Behavioral Analysis Over Buzzwords: Instead of relying on keywords or “gut feelings,” ��ϲ�� evaluates candidates based on their behavior and competencies, ensuring decisions are rooted in merit—not personal bias.

- Accountability Matters: Transparency is baked into our process. From ethical AI design to ongoing audits, we ensure fairness isn’t a one-time promise but a continuous commitment.

For us, ��’s not just about eliminating gender bias in hiring—��’s about creating a system �ٳ󲹳�’s equitable for everyone. Whether ��’s age, ability, ethnicity, or gender, our goal is to ensure no one is left behind.

Trust the Future, Not the Past

The Gender Policy Report brings up an important point: AI is only as unbiased as the people who build it. But here’s the silver lining. When crafted responsibly, AI can succeed where humans often fall short. It’s not about replacing recruiters; ��’s about supporting them with tools that take bias out of the equation.

At ��ϲ��, we believe the future of hiring is more than AI versus humans. It’s about collaboration: using AI to amplify fairness while empowering recruiters to focus on what truly matters: connecting with candidates, fostering relationships, and building inclusive workplaces with the best talent, regardless of who they are.

Because when it comes to opportunity, no one should feel like the odds are stacked against them.

Bridging Ethics and Innovation: 5 Key Insights from CSPS and CILAR’s Fireside Chat��

��ϲ�� — Wed, 23 Oct 2024 18:19:44 +0000

and the hosted a fireside chat where ��Դǳ��’s CEO, , was invited to speak on ‘The Role of Public and Private Sectors in Driving Ethical AI and Policy Alignment’. The event brought together senior public servants and executives to explore the intersection of policy, AI ethics and innovation.��

The conversation also highlighted an often-overlooked challenge: Black leaders in innovation are frequently judged more harshly than their peers. This heightened scrutiny creates additional barriers to driving change, despite these leaders often being at the forefront of new initiatives. The discussion underscored the importance of overcoming these challenges while leveraging AI to create a more inclusive future. ��

Below are five key takeaways from the session:

1. Commit to ongoing learning and adaptation

Staying ahead requires continuous learning. Leaders need to upskill and adapt as policies change, ensuring their strategies align with new regulations.��Frameworks like the Algorithmic Impact Assessment (AIA) and the Privacy Impact Assessment (PIA) are important tools that help organizations stay compliant and invest responsibly in AI.��Keeping up with these standards ensures responsible AI and��sustainable innovation.��

2. Use Calls to Action as a catalyst for innovation

Directives such as must be treated as powerful drivers of innovation.��By aligning these values with technology and policy, organizations unlock new opportunities for��meaningful impact. Leaders can use these frameworks to foster a workplace culture rooted in values and ethics, ensuring their organizations remain both innovative and inclusive.

3. Adopt a transparent, ethical approach to AI

AI solutions need to function as ‘glass boxes’, not ‘black boxes.’ Transparency ensures that systems are accountable, understandable, and resistant to bias. Without it, organizations risk losing trust. Building AI with clarity and openness is essential to maintaining credibility.

4. Stay apolitical in the pursuit of innovation

Driving innovation in politically charged environments requires leaders to stay focused on fairness and inclusion. The goal is to create opportunities that are accessible to everyone, without getting sidetracked by political agendas. Keeping a neutral stance ensures that innovation stays on track to serve the greater good.��

5. Collaborate and learn from each other

No organization or sector has all the answers—and �ٳ󲹳�’s where the real opportunity lies. By learning from other departments, agencies, or even international efforts, organizations can accelerate progress. For example, helped implement inclusive recruitment strategies at the department which proved to be a catalyst for change for many other departments as well.

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The fireside chat was a reminder that innovation thrives at the intersection of ethics, transparency, and collaboration. Public and private sectors have a shared responsibility to ensure AI solutions are designed to be inclusive, accountable, and aligned with evolving societal values. Through collective efforts, we can build a future where technology not only drives progress but also promotes fairness and equity. ��

Automated Interviews: The Future of Employee Selection

��ϲ�� — Wed, 28 Aug 2024 15:47:00 +0000

Industrial-Organizational Psychology is a subfield of psychology that focuses on understanding how people think, feel, and behave in the workplace. It emphasizes the practical application of psychological theories to improve people’s relationship with their work environment. Selection and assessment, a key area of research within Industrial-Organizational psychology, aims to identify methods for measuring individual characteristics related to employment outcomes such as job performance.��

The Importance of Employee Fit��

Research consistently shows that when there is a good match between an applicant’s characteristics and the work environment, it benefits both the organization and the employee. For organizations, having employees that fit the work environment can increase overall worker productivity, job satisfaction, and commitment to the organization. On the other hand, low levels of fit can have negative consequences for an individual’s health and well-being, resulting in a range of psychological and physical issues due to increased levels of stress at work. Employees who don’t fit into the work environment perform poorly on the job, have worse health outcomes, and are more likely to leave their job. Misfit is simply bad for business.��

Assessing for Fit Pre-Hire��

Ideally, organizations should assess applicant fit before hiring to maximize the chances of finding a good match. Interviews are commonly used to assess applicant fit, and highly structured interviews are the strongest predictor of job performance compared to other popular methods to assess applicant fit. Unfortunately, they are time-consuming and cost-intensive, which prevents organizations from using them with more than a small subset of applicants. Applicants are generally screened out using subpar methods like resume screening. However, advances in technology and artificial intelligence are beginning to challenge traditional screening methods. Specifically, advances in natural language processing provide opportunities to deploy interviews at scale means that automated interview scoring is now possible. ��ϲ�� is at the forefront of this technological advancement and working with leading researchers in automated interviews to support the validity and use of automatically scored interviews.��

Presenting Research at SIOP��

Every year, the brings together over 10,000 members to network, present interesting research, and discuss the practical application of psychological theory within the workplace. This year, ��ϲ�� was invited to present a study conducted in collaboration with , an Assistant Professor in Psychology at Virginia Tech. The study tested ��ϲ��’s patented approach to the automation of interview scoring, which is designed to identify samples of work-related behaviors within an applicant’s response to an interview question and use the behavioral data to measure a range of applicant characteristics.��

About the Study��

The study involved 842 participants who completed a mock, 6-question asynchronous interview intended to assess various individual characteristics predictive of performance across a wide range of occupations. Trained raters provided assessments of personality traits in response to viewing the interviews along with overall perceptions of whether they would hire the applicant. Independently, transcripts of the interviews were scored using ��ϲ��’s proprietary automated interview scoring algorithm. The relationships between scores derived from the algorithm and recruiter ratings were examined.��

The results of the study showed meaningful relationships between the automated interview scores and interview ratings of applicant characteristics. Behavioral samples identified in an applicant’s response were meaningfully correlated with personality traits such as openness, conscientiousness, and intellect. In addition, the behavioral samples also displayed meaningful relationships with cognitive ability, interviewees’ college GPA, and perceptions of Hireability.��

Future of Selection with ��ϲ����

According to Professor Louis Hickman, “focusing on samples of job-relevant behavior appears to be a promising new approach to the automated scoring of employment interviews”. ��ϲ��’s Chief Scientist, , is continuing to work with Louis Hickman to further explore the capabilities of this novel interview approach. He is also collaborating with businesses and researchers worldwide to address measurement and validation, demographic differences, applicant experience, hiring manager decision-making, and explainable AI.��

References��

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual’s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040.

Strengthening Public Sector Values and Ethics with ��ϲ��

��ϲ�� — Fri, 09 Aug 2024 09:27:59 +0000

Dialogue is essential for fostering healthy workplace communities and ensuring diverse perspectives are heard. Amid the Government of �䲹�Բ��岹’s renewed focus on values and ethics as highlighted in the , we are excited to introduce an innovative approach that helps organizations truly comprehend how their teams understand and implement the organization’s value framework. ��

Imagine engaging with thousands of employees within days, instead of weeks. Whether ��’s 90 conversations or 900, the process remains just as effective, allowing you to interact directly with each individual through pre-recorded questions. ��

With ��ϲ��, you can lead meaningful conversations with greater efficiency, enabling a flexible yet structured dialogue where employees can candidly share their experiences and feedback in a safe space. These real-time connections foster higher participation rates and elicit more constructive input from those who are vital to your organization’s success.��

As a Canadian company, we are proud that our past work with the Government has helped departments meet expectations outlined in the and promote a diverse and skilled workforce. By offering fair and equitable methods, our technology ensures that all public servants are recognized based on merit, supporting the government’s commitment to equality and inclusion.��

Building on our successful engagements with Federal Government Agencies such as the ISED, IAAC, DND and TBS, we look forward to continuing our role in upholding a values-driven framework across public sector organizations.��

To explore how ��ϲ�� can assist your department in understanding and integrating core values, schedule a personalized demo.��

��ϲ�� Empowers You to Understand Employee Adoption of Core Values

��ϲ�� — Thu, 08 Aug 2024 11:04:15 +0000

Modern workplaces are more committed than ever towards understanding how employees perceive and apply organizational values. While traditional surveys offer a glimpse into employee sentiments, they often fall short of providing a complete picture. Direct conversations are crucial for grasping how employees embody core values yet conducting them at scale can be a daunting task.��

This is where ��ϲ�� steps in.

We now help you revolutionize the way you engage with your team, providing a seamless and insightful experience that goes beyond surveys. Built on the trusted ��ϲ�� platform, our innovation solution empowers you to efficiently gain key insights into your teams’ attitudes and perspective, driving actionable outcomes.��

Our proven platform has successfully engaged hundreds of thousands of individuals through a clean and simple experience, converting conversations into invaluable insights when growing and managing your talent effectively. ��ϲ�� quickly and efficiently generates key insights about your employee population in a fair and scientifically validated way, ensuring that every voice is heard, and every action is grounded in robust data.��

At ��ϲ��, we go beyond being just a software solution; we are committed to developing genuine partnerships. Our dedicated team guides you through every step of the journey— from seamless adoption and implementation of our platform to insightful interpretation and practical application of the data it generates. With ��ϲ��, you’re not just understanding your employees—you’re empowering them to live your values every day.��

Ready to transform your employee engagement strategy? Book a demo��to get started.��

��Դǳ��’s CEO Jahanzaib Ansari appointed to the Business Council of Canada��as Next Generation Business Leader��

��ϲ�� — Tue, 25 Jun 2024 20:51:29 +0000

TORONTO, ON, May 20, 2024 – We are thrilled to announce that ��ϲ��’s CEO and Co-founder, , has been nominated to join the prestigious as a Next Generation Business Leader.��

The Business Council of Canada (BCC), chaired by , President and CEO of CIBC, and led by , is composed of over 170 of the nation’s top chief executives and entrepreneurs from leading companies operating in every sector and region of Canada. This esteemed group represents the pinnacle of Canadian business leadership and innovation.��

The Next Generation Business Leaders initiative within the BCC is designed to recognize and bring together dynamic and forward-thinking leaders who are making significant impacts in their industries. These leaders are selected for their ability to drive innovation, foster sustainable growth, and influence positive change within their organizations and beyond. They represent the future of business leadership in Canada, bringing fresh perspectives and novel approaches to solving contemporary challenges.��

“Being part of the BCC as a Next Generation Business Leader is an incredible honor,” expresses Jahanzaib Ansari. “It is a unique opportunity to collaborate with some of the brightest minds in the country and to contribute to shaping the future of business in Canada. At ��ϲ��, we are passionate about leveraging responsible AI to transform recruitment practices, and I look forward to sharing our insights and learning from fellow members to drive meaningful change in the industry.”��

This nomination is not only a significant personal achievement for Jahanzaib but also a testament to ��Դǳ��’s impact and growth in the industry. It highlights our commitment to advancing responsible AI in HR and��driving growth in skills-based hiring and promotions. ��

Stay tuned for more updates as we continue to pave the way for innovative and ethical recruitment solutions.��

Contact:��
Jahanzaib Ansari��
Co-Founder and CEO, ��ϲ��
Email:��j.ansari@knockri.com��

��

About ��ϲ����

��ϲ�� is an asynchronous interview assessment platform designed to revolutionize the hiring process by providing unbiased, data-driven insights into candidate performance.��Partner organizations witness a 25% increase in racial and gender diversity and an 80% reduction in time and cost to hire. ��ϲ��, with its commitment to ethical AI practices, collaborates with leading enterprises such as IBM, Deloitte, Appen and many others to create equitable and efficient candidate experiences globally. Connect with ��ϲ�� on��or��book a demo��to learn more.��

About the Business Council of Canada��

The BCC is an association of chief executives and entrepreneurs of leading Canadian companies. The Council is dedicated to building a stronger Canada and fostering a prosperous and sustainable future for all Canadians. For more information, visit .��

��ϲ�� Successfully Completes AIA and PIA Assessments with Treasury Board of Canada Secretariat, Reinforcing Commitment to Privacy and AI Ethics��

��ϲ�� — Wed, 19 Jun 2024 08:43:31 +0000

TORONTO, ON, June 19, 2024 — We are pleased to announce that ��ϲ�� has successfully completed the and with the Treasury Board of Canada Secretariat. These comprehensive evaluations underscore our dedication to maintaining the highest standards of privacy, security, and ethical AI practices and represent a significant milestone in meeting the Government of Canada’s��stringent requirements for AIA and PIA.��

Through these evaluations, ��ϲ�� demonstrates our commitment to being a trusted and ethical provider of AI and machine learning tools that support human decision-making in recruitment and staffing.��Our technology is trustworthy, transparent, and fair, upholding standards that safeguard candidate and user personal information in compliance with rigorous privacy laws and regulations.��

This achievement also underscores our focus on reliability and accountability, providing our clients and users with confidence in our technology’s credibility and security.��

“Our completion of the AIA and PIA assessments marks a significant milestone for ��ϲ��. It reflects our unwavering dedication to ethical AI practices and the protection of user privacy. We are proud to lead the way in creating a more equitable, efficient and secure hiring landscape. We remain committed to advancing our technology while upholding the principles that matter most to our users and stakeholders,” shares , Co-founder and CEO, ��ϲ��.��

We are determined to continue to build on this foundation of trust and integrity as we expand our services and reach. Thank you to our clients, partners, and the broader community for your ongoing support.��

For more information about ��ϲ��’s commitment to ethical AI and privacy, please visit our website or reach out to us using the contact information below.��

Contact:��
Jahanzaib Ansari��
Co-Founder and CEO, ��ϲ��
Email: j.ansari@knockri.com��

��

About the Assessments��

Algorithmic Impact Assessment (AIA) evaluates the potential impacts of our AI systems on individuals and communities. It ensures that our technology is designed and implemented in a way that prioritizes fairness, accountability, and transparency.��
Privacy Impact Assessment (PIA) examines how we collect, use, store, and protect personal data. It ensures that ��ϲ�� complies with all relevant privacy regulations and that we have robust measures in place to safeguard user information.��
��

About ��ϲ����

��ϲ�� is an asynchronous interview assessment platform designed to revolutionize the hiring process by providing unbiased, data-driven insights into candidate performance. Partner organizations witness a 25% increase in racial and gender diversity and an 80% reduction in time and cost to hire. ��ϲ��, with its commitment to ethical AI practices, collaborates with leading enterprises such as IBM, Deloitte, Appen and many others to create equitable and efficient candidate experiences globally. Connect with ��ϲ�� on or book a demo to learn more.��

��ϲ��

��ϲ�� + IBM watsonx Orchestrate: Create Interviews, Mitigate Cheating, and Shortlist Top Talent — All Through Simple Conversation��

Turning Complex Talent Workflows into Assistant-Driven Experiences ��

A Shared Commitment to Scalable, Responsible AI ��

BHER Partners with ��Դǳ��’s AI Platform to Fast-Track Student Upskilling and Job Placement��

The Challenge: Skills Mismatch + Productivity Drag��

��ϲ�� selected as part of DIGITAL’s $15M Technology Supercluster fund to scale soft skills with AI��

��Դǳ��’s Role: AI Platform for Non-Technical Skills��

��

Why It Matters��

Going Beyond ChatGPT for Hiring – Bridging the Skills Gap in Recruitment��

How ChatGPT Has Broken Traditional Recruitment��

How ��Դǳ��’s Solution Excels��

The Future of Recruitment: Thoughtful AI��

Recruiting without borders: How Remote Hiring ��ϲ�� Transform Recruitment

Why Remote Hiring ��ϲ�� Matter��

Scaling recruitment with purpose��

��

Building a Reputation That Travels��

Gender Bias in hiring: Why Women Are Choosing AI Over Male Recruiters��

The Problem Isn’t Just Bias—It’s Trust

��Դǳ��’s Mission: Eliminating Bias, Period.

Trust the Future, Not the Past

Bridging Ethics and Innovation: 5 Key Insights from CSPS and CILAR’s Fireside Chat��

1. Commit to ongoing learning and adaptation

2. Use Calls to Action as a catalyst for innovation

3. Adopt a transparent, ethical approach to AI

4. Stay apolitical in the pursuit of innovation

5. Collaborate and learn from each other

Automated Interviews: The Future of Employee Selection

References��

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual’s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.

Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040.

Strengthening Public Sector Values and Ethics with ��ϲ��

��ϲ�� Empowers You to Understand Employee Adoption of Core Values

��Դǳ��’s CEO Jahanzaib Ansari appointed to the Business Council of Canada��as Next Generation Business Leader��

��ϲ�� Successfully Completes AIA and PIA Assessments with Treasury Board of Canada Secretariat, Reinforcing Commitment to Privacy and AI Ethics��

���ϲ�����

���ϲ����� + IBM watsonx Orchestrate: Create Interviews, Mitigate Cheating, and Shortlist Top Talent — All Through Simple Conversation��

Turning Complex Talent Workflows into Assistant-Driven Experiences ��

A Shared Commitment to Scalable, Responsible AI ��

BHER ​​Partners with ​​​���Դǳ������’s AI Platform to Fast-Track Student Upskilling and Job Placement��

The Challenge: Skills Mismatch + Productivity Drag��

���ϲ����� selected as part of DIGITAL’s $15M Technology Supercluster fund to scale soft skills with AI��

���Դǳ������’s Role: AI Platform for Non-Technical Skills��

��

Why It Matters��

Going Beyond ChatGPT for Hiring – Bridging the Skills Gap in Recruitment��

How ChatGPT Has Broken Traditional Recruitment��

How ���Դǳ������’s Solution Excels��

The Future of Recruitment: Thoughtful AI��

Recruiting without borders: How Remote Hiring ���ϲ����� Transform Recruitment

Why Remote Hiring ���ϲ����� Matter��

Scaling recruitment with purpose��

��

Building a Reputation That Travels��

Gender Bias in hiring: Why Women Are Choosing AI Over Male Recruiters��

The Problem Isn’t Just Bias—It’s Trust

���Դǳ������’s Mission: Eliminating Bias, Period.

Trust the Future, Not the Past

Bridging Ethics and Innovation: 5 Key Insights from CSPS and CILAR’s Fireside Chat��

1. Commit to ongoing learning and adaptation

2. Use Calls to Action as a catalyst for innovation

3. Adopt a transparent, ethical approach to AI

4. Stay apolitical in the pursuit of innovation

5. Collaborate and learn from each other

Automated Interviews: The Future of Employee Selection

References��

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual’s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281-342.

Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040.

Strengthening Public Sector Values and Ethics with ���ϲ�����

���ϲ����� Empowers You to Understand Employee Adoption of Core Values

���Դǳ������’s CEO Jahanzaib Ansari appointed to the Business Council of Canada��as Next Generation Business Leader��

���ϲ����� Successfully Completes AIA and PIA Assessments with Treasury Board of Canada Secretariat, Reinforcing Commitment to Privacy and AI Ethics��

��ϲ��

��ϲ�� + IBM watsonx Orchestrate: Create Interviews, Mitigate Cheating, and Shortlist Top Talent — All Through Simple Conversation��

Turning Complex Talent Workflows into Assistant-Driven Experiences ��

A Shared Commitment to Scalable, Responsible AI ��

BHER Partners with ��Դǳ��’s AI Platform to Fast-Track Student Upskilling and Job Placement��

��ϲ�� selected as part of DIGITAL’s $15M Technology Supercluster fund to scale soft skills with AI��

��Դǳ��’s Role: AI Platform for Non-Technical Skills��

How ��Դǳ��’s Solution Excels��

Recruiting without borders: How Remote Hiring ��ϲ�� Transform Recruitment

Why Remote Hiring ��ϲ�� Matter��

��Դǳ��’s Mission: Eliminating Bias, Period.

Strengthening Public Sector Values and Ethics with ��ϲ��

��ϲ�� Empowers You to Understand Employee Adoption of Core Values

��Դǳ��’s CEO Jahanzaib Ansari appointed to the Business Council of Canada��as Next Generation Business Leader��

��ϲ�� Successfully Completes AIA and PIA Assessments with Treasury Board of Canada Secretariat, Reinforcing Commitment to Privacy and AI Ethics��