Tapping into the Subconscious for Bias-Free Assessments
Our artificial intelligence (AI) engine provides a holistic evaluation of individuals through an unbiased analysis of their professional skills and resilience (ability to work from home) as well as their values, motivations, and personality traits. The assessment tool is the result of more than six years of research and experimentation. It’s frictionless for the individual and provides highly accurate, statistically significant results for the employer. We’re proud to be the first and only company to apply these insights to the world of human resources and recruiting. (Patents:10147105 and 10990847)
How Does It Work?
We make up our minds quickly. Scientists have found that it only takes about 90 seconds for people to form an opinion about someone they’ve just met, or to make a decision about which product to purchase. Our technology makes these personality-based calculations in even less time. How Does It Do That? By aggregating, analyzing and applying the results of several scientific studies and fields of research.
Natural Language Processing (NLP) Science
Color Theory and the Munsell Color System
Psychological Functioning Research
O*NET Profiles and Industry Aligned, Compliant Models
Leveraging Human Strengths to Capture Non-Technical Skills Without Bias
The Color Emotion Guide2 from the 1960s was the first compilation of evidence that showed that colors evoked similar feelings about marketing messages across ethnicities, geographies, and genders. From optimism and trust to balance and friendliness, individuals from all walks of life found the same colors (and the respective logos utilizing those colors) to elicit the same feelings. In 1985, Nippon took this concept further, performing their own research to determine which colors resonate with people and entice them to action3. Beyond a single color evoking a single feeling, Nippon found that contrasts, shades, and color pairings also influence the subconscious mind. In fact, they were even able to make a subject purchase a product by utilizing the outcomes of a color-based personality test. Across cultures, race, and gender, people reliably create similar patterns or groups based on color preference. Nippon’s research aligned these patterns with set personality “buckets,” making the case for a correlation between color preference and personality. But was there a better, less time-consuming way to perform those assessments? And were there potential applications beyond driving sales?
Capturing Deeper Technical Skills With Natural Language Processing
Resumes are full of work experience, relevant industry skills, personal accomplishments, and so much more. Our technology enables you to fully capture and record all the skills and experiences listed on each resume. Beyond just the skills, an individual’s writing style and word selection also reveal deeper dimensions of personality and yield a more complete picture than skill assessment alone4, 5. So, we utilize natural language processing machine learning modules to look beyond the skills and experiences detailed on resumes, further building a repository of linguistic data that also maps to the defined personality attributes and physical descriptors. Leveraging millions of resumes across the globe allows us to analyze not just the skills but also the values, motivations, learning styles, workplace preferences, and resilience (ability to work from home) of every professional by aligning them to industry standard O*NET values. What’s more, advanced sociolinguistics can extract semantics, allowing our system to recognize the linguistic or cultural origin of names in any alphabet or language with the highest possible degree of accuracy to identify gender and ethnicity.
Creating a 360-Degree View of Talent (Technical & Non-Technical)
Utilizing resumes for NLP and semantics is only part of the equation. By combining both technical and non-technical attributes of talent extracted in the most unbiased fashion, you get a 360-degree view of each candidate or employee per opportunity. By instantly capturing all relevant information about an individual into your management system, you’re able to streamline the manual tasks that come with sourcing, screening, upskilling, and engaging talent throughout their management lifecycle.
Thinking Bigger
We thought so. We conducted hundreds of experiments over several years, with participants of both genders and a range of ethnicities, to create the dotin color test, a one-minute replacement for Nippon’s arduous personality assessments. The dotin color test is powered by our proprietary machine learning algorithm and combines the science of color theory with both cognitive psychology and career theory, specifically Howard Gardener’s Theory of Multiple Intelligences6 and John Holland’s Theory of Career Choice7. The test maps 1,560 distinct color patterns to 150 different personality traits. Those attributes are then mapped to the talents, skills, workplace values, learning styles, and working styles identified in those models. Awareness and alignment of skills and personality traits in the workplace has been linked to several advantageous business outcomes, such as compatible culture and skill fit for a job or a team, improved hiring processes, increased productivity, personalized upskilling, and increased retention.
Why It Works
Our cognitive models have been tested and validated through rigorous internal experimentation and calibration as well as through external business cases.
Our models allow for real-time prioritization based on job, team, and technical alignment.
Our models are more objective and less susceptible to outside influence because they do not take into account gender, age, race, ethnicity, or any other unconsciously transmitted information.
Our models compare individual assessments against the same set of O*NET criteria8 as laid out by the U.S. Department of Labor, so our insights are both comprehensive and widely applicable.