VoiceSense analyzes the prosodic parameters of a person’s speech, regardless of language, dialect or accent.
Y’all remember that hilarious video of the two Scotts trying to cope with the elevator’s voice recognition system…And if not…here it is again…Imagine trying to analyze voices of potential candidates from different parts of the world, who speak different languages, dialects and accents…Seems like a hard task to take on…but not for VoiceSense! VoiceSense is the new kid in town 😊…Well, it’s new to the recruiting and HR industry, but has been around since 2006 servicing other sectors, such as call centers, online buyers, fintech and healthcare. Basically, it’s an AI-driven solution (yes, I know, not real AI as of yet..;-)) streamlining recruitment processes by automatically screening applicant interviews and objectively identifying top candidates.
How is it done?
Recruiting or Human Resources teams can upload individual or large volumes of candidate video and audio interview files through an API to the VoiceSense Cloud. The VoiceSense solution then runs its signal processing to analyze the prosodic (info below) parameters of each applicant’s speech and applies behavioral models in order to output a specific job match score for each candidate, which are automatically sent back to the human resource database. The job match score can also include the complete working profile report of each candidate’s tendencies. Owners of the system can then create a short list of the best candidates per position for further evaluation and consideration.
How is it objective and bias-free, you ask?
Well, the technology behind the VoiceSense solution works by analyzing the prosodic parameters of a person’s speech. Prosodics are the non-content features of speech, such as intonation, pace and emphasis. Or in other words – the “music” in our voice. VoiceSense’s technology assesses over 200 prosodic speech parameters and builds an AI-driven personality profile of an individual’s working characteristic, such as temperament, ambition, cooperation, communication, dependability, creativity and others.
It doesn’t end there – It can also be used to monitor and track the well-being of staff and get alerted to early signs of attrition, dissatisfaction and other changes in an employee’s state of mind, letting managers take steps to improve retention.
Managers can also use the VoiceSense solution to build more compatible teams and productive departments based on the profiles and tendencies of existing employees.
“The need for our technology and its application for human resources is clear, while benefits are equally as impressive,” said Yoav Degani, CEO of VoiceSense. “One of our initial users in this space is a recruiting firm, which has reported reducing screening times for each position by over 70%, enabling its recruiters to evaluate only those candidates with a job match score in the top 5%.”
According to a survey conducted by Career Builder (2017), 74% of employers admitted that they hired the wrong person to fill a position. This survey also found that two in three new hires quickly realized that the job that they accepted was not a good fit and quit within six months.
There is no doubt there needs to be a more effective selection process.
It’s well known that I believe that the owners for these kind of technologies should be the sourcers, I believe they have to use the tech available to assess the potential candidates BEFORE they forward the potential candidate to the recruiter to start the in-house recruiting process: Neuroscience mobile games, VR and now voice speech analysis as tools for assessments. VoiceSense is bias-free and objective and can be applied in masses, globally, while avoiding the usual hurdles of languages and accents.