Lior Doron, Director of HR Solutions at Nemesysco tells us about the benefits of using voice analytics systems in your recruiting process to enhance your personality assessments for your best in class (shortlisted) candidates, in order to help drive more impactful hiring decisions:
Hi Lior, could you tell us about yourself and more about the work culture and employee experience at Nemesysco?
Nemesysco has an extremely challenging working experience. My work at Nemesysco exposes me to interesting people from around the world in many different fields. Almost every week, we speak with interesting companies that approach us with innovative ideas for integrating our emotion recognition technology into their operations.
Just last week a company in the transportation sector reached out to us about adding voice analytics to their fleet of vehicles in order to identify and analyze the emotional state of their drivers in an effort to reduce road accidents. We also recently engaged a media company about integrating our voice analytics technology into its various reality shows or news programs. Another interesting project that we have been involved in recently is working with psychologists conducting research to improve the diagnosis and metric tools for treating attention deficient and hyperactivity disorders in children.
In general, I manage Nemesysco’s voice analytics products and solutions for the human resources vertical and I can say proudly and with a smile on my face that the company offers a great employee experience and a highly engaging work culture. In the HR space, we are applying our technology for emotion detection and measurements to improve candidate recruiting processes and ongoing employee retention.
My areas of responsibility focus on product management and product marketing. I am also heavily involved in our R&D efforts as well as our business development, sales and customer support activities.
We have a strong team at Nemesysco and we all have a common goal – to reveal the abilities and benefits of our amazing technology as much as possible – and in the process, to do good and also to do some interesting business along the way.
One of the more interesting projects that we have started over the past year is the development of our new personality assessment tests and reports. We have been working closely with a prominent occupational psychologist in order to develop a framework for better matching between candidates with the correct positions. I even took a test myself and the results were mind blowing!
Personally, I have been working at Nemesysco for almost five years and I must say that this is the best place I have worked at throughout my career. I have been blessed with a CEO who trusts me and my decisions. He constantly encourages and supports me to promote my own ideas. I strongly believe that 2021 will be a productive and successful year for Nemesysco both in my areas of responsibility and in the other verticals that the company addresses.
Tell us about some ways in which you’ve used voice analytics at Nemesysco to improve and enhance the hiring experience?
As a technology company that provides solutions for HR and recruiting, we of course use our voice analytics and personality assessment tests to better understand the candidates applying for open positions in our company.
Our recruitment process is very similar to the standard recruitment processes used by most companies. However, the information obtained by our voice analytics technology and personality assessment tests allows us to see additional layers of the candidate sitting in front of us and understand quickly if the candidate is suitable for both the position and the culture of our company.
Many of our customers in the HR vertical, who are both internal HR teams and external recruiting firms, are also using our technology in a similar manner, especially to distinguish among candidates.
The idea is that two candidates can provide the same answers to the same interview questions and the recruiter or potential employer will have no objective measurements for differentiating the two candidates. Our personality tests based on our LVA technology detect the emotional responses of candidates to interview questions. For instance, a particular question may cause one candidate to be stressed, while the same question may generate excitement in another candidate.
What according to you are some of the top benefits of voice analysis in a daily virtual recruiting process and how can companies capitalize on this more in today’s working environment and remote hiring world?
Voice analytics can be used to support the transition of hiring and working remotely, and contribute to these ongoing benefits, especially with remote video interviews. Clearly, many candidates today still find video interviews uncomfortable and feel that the distance and lack of personal connection makes it difficult for them to showcase their characteristics and qualities. Even if a candidate is struggling with a Zoom interview, our technology can highlight subjects that, for example, the candidate is passionate about or topics that cause stress. This improves candidate engagement and provides benefits to both sides.
In addition to supporting remote recruiting, our technology is simplifying overall recruiting efforts by delivering quick and comprehensive assessments of candidates in a way that was previously not available. Our technology provides the same perspectives whether being run during in-person interviews, live phone interviews or recorded conversations.
It is clear that businesses and organizations will continue with many of the decentralized operations that they adopted during the coronavirus pandemic. This is certainly true for recruiting. In the post-coronavirus world, we expect that many recruiting processes will remain remote for the most part due to the cost and time saving.
Any cautionary tips for HR teams, as they reevaluate their recruiting processes and hiring needs with new technologies and processes?
There is currently a lot of marketing noise surrounding new technologies and approaches that can be applied to recruiting processes and candidate engagement activities.
I believe that incorporating efficient personality assessments based on the detection and measurement of emotions can add a lot of value to recruiting processes and benefit the overall output with better hiring decisions.
HR teams should ask themselves the question if their existing processes and technologies in use allow them to fully understand the candidate and help them make well informed hiring decisions in an efficient manner. Any changes to technology or processes should support this objective.
My recommendation to decision makers in the HR field is to avoid falling into the trap of deploying new technologies or succumbing to pressure to change processes without a clear need or defined objectives.
How do you foresee the role and responsibilities of today’s employee toward their role/company and HR change given the new normal and the changes everyone will have to adapt to at the workplace?
The new realities have clearly changed the nature of the workplace and the relationship between employees and an organization’s HR staff.
Employees that are now working remotely, whether by choice or due to the necessity of the current situation, are being forced to take more responsibilities and work independently. At the same time, employers must be understanding on the new work situation imposed on employees.
For some employees, working remotely has been beneficial. For others it has been a struggle. Some have been able to successfully separate work and personal spaces while working at home and others miss the sense of belonging and daily personal interaction with coworkers.
The point here is that this gap in consistent contact with employees now working remotely must be filled by HR teams and the tools they use to engage employees. Voice analytics is one area that can be used effectively. We have customers that are using our technology to remotely monitor the wellness employees. These customers tell us that they are able to understand if their employees are motivated or frustrated, for example, and know if there are any changes to their emotional state over time.
Any other last tips or thoughts to share with us?
Yes, there is one final thought that I would like to share.
It is important to remember that when dealing with humans there is never one correct formula to analyze emotions. This is certainly true for the fields of HR and recruiting. For example, it is not clear if a calmer person or an emotional person is a better fit for a position that requires working under constant pressure or if another personality type would fit better.
With this in mind, our advice is to be very careful of over-reliance on AI at any stage of the recruiting process.
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Rushing to catalog candidates into predefined categories for one type of position or another is a mistake. Many times, a candidate that at first appeared not to be a good fit for a position turned out to be a perfect match.
My point here to conclude is that AI combined with the emotion intelligence we offer can better position organizations make the correct recruiting decisions.
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