Combining conversational AI and unbiased recruitment

Developed by a diverse team of HR-professionals and psychometric experts, Tengai’s framework combines conversational AI with unbiased recruitment methodology. To ensure accuracy and a more inclusive, fair and objective assessment process for both recruiters and candidates. Where top talents, with the right skills, can be identified.

Our recruitment methodology is based on over 15 years of experience and research. Not only does our AI interview enhance the candidate experience. But when you remove bias from the early stage of the recruitment funnel, you also end up with more diverse teams. Which is estimated to enhance team innovation by up to 30%.

Using conversational AI in recruitment

Engaging and human-like interactions

Conversational Artificial Intelligence (AI) refers to technologies, like virtual agents, that allow a computer to mimic and carry out conversational experiences with humans. Synthetic brainpower makes it possible for the machine to understand, process, and respond to human language. This enables humans and computers to communicate clearly and efficiently through both speech and text.

When AI is used in the right way, it can complement us in our everyday work. But it can never substitute humans. Our AI interview exhibits both complex and autonomous behaviors. Meaning that Tengai independently can screen and recommend job-seekers, without any human interference. The AI is focused on collecting information about personality and competencies. So recruiters can spend more time finding information about the candidates experiences and drive. By automating the screening phase, recruiters can spend less time sifting through resumes and instead use data to identify the top candidates.

Validated by psychometric experts

anders-sjoberg-tengai-validate_PhotoDavidBrohede

— Tengai can ask questions that are relevant for work performance and can interpret the answers independently, without human involvement. This implies that Tengai can be used to achieve a more unbiased interview process.

Dr. Anders Sjöberg
Psychometrics Sweden AB

The framework

By creating one framework out of several approaches, Tengai got a higher predictive validity. As well as a better framework to assess candidates’ future work performance. Together they make the final Tengai Performance Indicator (TPI), designed to deliver objective and measurable recommendations, without any risk of bias.

Personality Indicator

A predictive, automatic scoring of personality traits, such as assertiveness and diligence. This is a completely data-driven scoring that reflects the candidate’s personality and future work performance. Candidates are scored on a scale, from low to high.

Behavioural Indicator

A descriptive, manual scoring based on questions about past behavior, such as problem solving and stress tolerance. In this part of the assessment, recruiters and hiring managers can manually score soft skills and listen to interview audio.

Our unbiased method

As AI becomes more powerful, a looming question is how to align AI and humans with respect to both safety, goals and values. By using unbiased recruitment methods Tengai can focus on candidates competencies and potential. And never take background or appearance into consideration. According to recent studies, there are several implicit biases which negatively can affect how candidates are assessed. Confirmation, conformity, and personality similarity bias are some of the most obvious ones. These preconceived biases can be triggered by the smallest actions, especially during an interview. What this means in reality is that a job-seeker can be rejected based on their handshake, eye contact or if they have tattoos.

But with our digital interview, you get an objective and fair candidate assessment every time. In addition, when you include more job-seekers you also end up with a more diverse teams. Which is key to your future success, since research now confirms the link between diversity and increased performance in companies.

Personality is a spectrum

We refer to the model “Big Five” as it continues to be one of the most accepted personality theories. Where the five traits represent extremely broad categories, which covers many personality-related terms and a multitude of other facets.

Unlike other trait theories, that sort individuals into binary categories, the Big Five Model asserts that each personality trait represents a continuum. Therefore, individuals are assessed on a spectrum which contributes to a more complex candidate assessment. The five personality traits included in Big Five are: extraversion, agreeableness, openness, conscientiousness, and neuroticism. These traits were selected because they are predicted to remain relatively stable throughout most of a persons’ lifetime. 

Our story 

The idea behind Tengai started when a team of HR-professionals wanted to challenge the traditional job interview. By opening up the “black box of recruitment” and only using unbiased, data-driven hiring methods. So they started working on integrating unbiased recruitment methodology into a diversity and inclusion software and that was the start of Tengai.

Tengai Unbiased