What are ai-powered assessments?

Artificial Intelligence (AI) Powered Assessments

AI has been part of candidate assessments for some time now and its application in selection is still evolving. The use of AI in selection process ranges from chatbots to algorithm-based decisions made from analysing candidate responses.

Chatbots are used for screening applicants for volume hiring roles. Chatbot-type conversations provide assistance to screen applicants even before they apply for a job, to ensure minimum requirements are met. Just like answering pre-application questions!

Artificial Intelligence (AI) is also being used increasingly in one-way video assessments to reduce human biases and make the decision-making process more objective and fairer. Predictive analytics can compare the personality traits of a candidate against those of an ideal. These type of video interviews are sometimes referred to as behaviour-based video assessments.

Often, these are based around what is known as the Big 5 which is a universally accepted psychological model of personality traits:

  • Openness
  • Extraversion-Introversion
  • Conscientiousness
  • Agreeableness
  • Neuroticism

These personality traits are viewed as reliable predictors of workplace behaviours which enable employers to make assessment about team and cultural fit.

Behaviour-based video assessments driven by AI analyse facial expressions, language, tone of voice and body language analysing thousands of data points to rank applicants and assess their fit for the role and organisational culture. AI can be used to ask follow-up questions, mimicking a face-to-face interview as closely as possible.AI analyses each video within seconds of completion looking at visual and other cues to predict personality and behaviour patterns.

The use of machine learning

Machine learning is a subset of AI. Machine learning is an application of artificial intelligence (AI) that provides systems the ability to automatically learn and improve from experience without being explicitly programmed. Machine learning focuses on the development of computer programs that can access data and use it to learn for themselves.

Some on-way video interviews use machine learning to automatically transcript interviews with highlighted keywords and searchable terms. Machine learning may also be used to highlight candidate interviews with high corresponding scores within group of successful hires, within specific industries, locations, and experience levels.

Please see below for a range of AI powered video-based behavioural assessments. 

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Pre-Hire Behavioural Assessment
Pre-Hire Behavioural Assessment

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

20 Minutes

 20 Minutes

English (AUS), English (UK)...

 English (AUS), English (UK)...

Bespoke packages
Bespoke packages

• 6500+ Job Specific Formulas • 175 Job Performance Impact Traits • 25+ Years Research & Validation • Advanced Assessment Technology • High ROI • Easily Customized • Reports Specific to Person and Job • 29+ Languages • No Adverse Impact

The Harrison Assessments System provides a comprehensive assessment of the behavioural competencies required for a position and accurately predicts success and potential obstacles. Integrated selection tools include performance based interviewing questions, how to attract the candidate, and the ability to calculate eligibility, suitability, and interview ratings for a composite ranking of candidates.

The assessment is web-based and scored online with comprehensive results available within 15 seconds.

Enjoyment Performance Theory:  Enjoyment Performance Theory states that an individual will perform more effectively in a job if they enjoy the tasks required by that job, have interests that relate to the position, and have work environment preferences that correspond with the environment of the workplace. Harrison Assessment’s global research indicates that the enjoyment of these various aspects of a job is highly correlated with good performance. "If you enjoy an activity, you tend to do it more. By doing it more, you tend to learn and improve the related skills. As a result, you tend to gain recognition (including self recognition) which helps you enjoy the activity more."

Candidates rank answers in order of what you they  know enjoy. Enjoyment performance theory states that if someone enjoys 75% of the tasks required in a job role they are 3x more likely to be successful.

Paradox Theory: Harrison Assessment’s Paradox Theory provides a greater depth of psychological understanding because it reveals an entire system of behaviour rather than merely offering insights about specific traits. It also predicts stress behaviour and provides a framework that facilitates objective understanding of self and a clear direction for self-development.

 

Eligibility/Suitability

The ability to predict job performance is dependent upon identifying all of the critical factors. If one assesses eligibility or technical competencies, it only represents a portion of the critical factors to predict performance. When behavioural competencies are also measured, such as emotional intelligence, personality, and work preferences, a high degree of accuracy is attained to predict performance.

Note: No training required use the assessment as we will support you in administering and delivering the reports to you. should you wish to manage this process yourself, we would be able to offer the training.

Video-based behavioural assessment
Video-based behavioural assessment

Online - desktop / tablet, Online - mobile

 Online - desktop / tablet, Online - mobile

15 Minutes

 15 Minutes

English (UK)

 English (UK)

Request Pricing
Request Pricing
Retorio works with a video-based Artificial Intelligence system that supports human intuition. Our technology is based on one of the most well-researched personality taxonomies, the so-called Big5 (or OCEAN) model, which has been validated as a reliable predictor of personality and job performance. Our AI quantifies the behaviour that participants of Retorio's assessment show in short video recordings; their facial expressions, gesture, language, and voice in order to derive a perceived personality prediction, meaning that our AI predicts how your candidates and their behavior would be perceived by a representative set of people.  How exactly can we help you with your hiring process In job interviews, candidate's assessment of their own personality and soft skills tend to be altered by their desire to appear more favorable and get the job. Retorio has learned to judge interviews objectively and free from bias. Our AI simulates how your candidates will be perceived by the future team members, clients, subordinates or superiors. This way, you can assess reliably, how closely a candidate matches the requirements of the task that he or she is expected to perform, and how well a candidate fits into your company culture. What parameters of a person does Retorio's AI analyze The combined rating of the AI makes use of visual input from facial expression and gesture, as well as auditive information like speaking speed, language sentiment and engaging language. Note: No. of questions and duration has been provided as a guide. We recommend using between 3 to 5 questions that can be set up in few minutes with an option to set response time. 
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Frequently Asked Questions

Some people claim that AI is responsible for creating biases. Contrary to this belief, AI can actually help us to acknowledge societal biases that we may not be aware of and has been proven to reduce human biases and assist in fairer decision-making. Research by John Kleinberg suggests that algorithms used in AI reduced racial disparity in the criminal justice system. We recommend that you explore with your chosen provider what audits they put in place to ensure biases are minimised while using AI.