LIVE! Candidate Feedback:

i didn’t really find it useful, it didn’t predict very well as most of it doesn’t sound like me

It shows you care about your employees

Some interesting facts there .

Tips and observations were really insightful and helpful

Thank you for the coaching tips, i find it very useful

Wow! Thankyou for that information about myself. I think you really touched on an issue with me that I do need to work on.

I appreciate the insights and agree with most except part2 of insight 3 not sure how keeping my work life and private life separate would hinder my ability to fast productivity at work? As I believe I am a quick learner and very productive and look fir jobs assist other if I finish my own job

Never read some one else's perspective of myself before ,interesting and enlightened

The feedback given was very true and eye-opening

I have found this useful because its shows what you have learnt from me, what you think of me from my experiences and because it shows what I can improve and do better.

Thank you

This has helped me take time out to review myself as an employee, highlight my strengths which as a result has made me more confident as a person and will help me when dealing with both colleagues and customers in my future role.

You read me well . I don't know how you do it , but it is fascinating. It helps me to know that you can help me and I can help to in daily running of work if I am asked to work for Iceland.

It is always helpful to know and understand myself better.

I found this useful because I try my hardest to aim for everything that was said

Now my focus will be to work on my weak points and improve on my strengths as well.

Thank you for the feed back. And I would agree with the conclusions you came to. But it was great to read tour report

uncannily true. very insightful

Helped me understand my strengths and weaknesses better so I can improve

Really love this new approach to hiring. I think this is the right way to promote diverse hiring and removing bias which is a major problem in hiring. The process is also able to capture life experiences that are not usually captured in a 2-page resume. I personally found the insights to be super helpful in knowing my strengths and the coaching tip was constructive feedback and actionable.

Thank I found this good input and I could look on changing a few things

Good morning, Thank you for this insight - I do believe this sounds like me. Throughout my work experiences I believe I have gained the confidence and understanding of the importance of sharing my ideas and viewpoints - particularly in the areas of following policies, workplace safety and brainstorming for change management. Thank you for your time and opportunity for this personal insight.

very interesting results ..i do find i always put other peoples needs before myself ...i guess thats who i am and the mother in me give you my last but never take your a giver not a taker .

It was really interesting to see what you managed to learn about me from my answer to your questions. I appreciate your feedback and will work towards improving in the areas that you have suggested.

Quite accurate considering the little amount of text I have provided. I'm aware of my strengths and weaknesses and your report confirms what I found during these last years, well done! So, this service works, and that's good news since I have just applied for the CSM job! Looking forward to seeing what's next!

You reminded me who I am. What am I about. How valuable can I be. Thank you for this.

I did find this useful however I think meeting the person in real life or talking to them on the phone without a limited amount of words can give you a more accurate view of the person applying for the position.

Just gives me better insight to my personality, and help me understand my self

The insights gave me a great idea on how I am as a person and I think it has been very useful seeing and reading these. Thank you so much.

I loved the responses, I think it is great to give relevant feedback on each of the questions asked.

hi thanks for reply.i do speakup my mind however it is a good idea to get the work work done first. i am a born leader but it does not mean i force my ideas to others instead communication and patient is best policy in my experience. good listening and courtsy works. live and let live thanks for your input thanks for your help

It is nice to see how this worked & gives me a good insight into how I come across in a virtual assessment, thank you

It validates what I need to work on to continue my journey for professional growth and expansion.

Thanks for the feedback it really helped and it’s going to help me a lot

Have never done anything like this. Very enlightening

I'm abit lost i enjoy working with the public and on an odd occasion my boss has told me I care too much and I should separate that when if comes to work I'm a softy with 25 years of being a people person yet I know my job and could go further its all in my head wots right wots wrong and told many times I should be somewhere better tan this as your friendly bubbly personality im 47 now and get told I look and act 27 lol I'm trying to find something new and I keep failing the online interviews ??

I find this useful because it helped me view my self more. It helps me understand my self more and gives me an opportunity to knowledge how to speak my opinion

This is very useful. I will make sure to keep this statement in my mind. I sometimes refrain from speaking my opinion by respecting someone else's. But thinking about the tip.. It is very true. I should speak up my opinion while respecting another’s! I read about this after the tip was given. I read that it is how amazing and unexpected discoveries were made! Thanks for the tip.

So much of this is true and also it gave me so much to reflect on as a being . Honestly it’s always helpful to get information from an outside person or another perspective .

Yes nice to know what people think off me and also to stand my grounds always feels good.

Thank you for the tips and I do no where my strengths and weekness are so thanks again for the useful tips

I loved receiving the coaching tip

It’s a positive summary of strengths that adds confidence to my general approach. :)

It was a little of a let down as I am a leader n I aim to please please give me an opportunity

  • Resources
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  • Think unconscious bias training is the answer? Read this first.

Hiring with AI, fairer, faster and better

Think unconscious bias training is the answer? Read this first.

BY Team PredictiveHire


What every business needs to know about unconscious bias in hiring

Is unconscious bias holding your business back? When it comes to building your team, it’s easy to fall into a pattern of choosing a candidate who seems like a good ‘cultural fit’.

But what if that means you’re missing out on a candidate who would be a great ‘cultural add’? Or the candidate that’s actually the perfect fit for the role and the team.  When you make an effort to overcome bias and cultivate a workplace that values diversity – of background, experience, world view and so many more attributes – you’ll cultivate a workplace that’s not just great for your team, it’s great for your business too.

Hiring on a gut feeling that someone will be a good fit for the team is just one indication that your decision has probably been influenced by unconscious bias. Don’t be alarmed, it’s more common than you think. In fact, we all have unconscious bias and we are all affected by it.

Bias can be easy to see in other people.

You might observe it in the way someone treats or talks about others, or perhaps you’ve been at the uncomfortable end of bias yourself.  When it comes to recognising our own ‘built-in’ biases, however, it can be challenging. And that’s why they call it unconscious.

Unconscious bias training has become not just a buzzword but a big business in itself. In this article, we explore the big questions around bias: What is unconscious bias? How does it impact the hiring process? Can unconscious bias be defeated? If you’ve already jumped to your own conclusions on those questions, that’s unconscious bias too!

We need to talk about bias

Since the first humans gathered around campfires, bias has existed.

It is simply the way we feel in favour of something – an idea, a thing, a person or group – or how we feel against that something.  Bias usually suggests that these feelings are judgemental, unfair or discriminatory.

Bias is about making assumptions, stereotyping or a fear of the unknown.  It can be innate or it can be learned and unconscious bias is created and reinforced by our personal experiences, our cultural background and environment.  Bias can be of little consequence – I hate broccoli – or potentially very damaging – I hate {insert name here!}.

Why does unconscious bias matter in the hiring process?

The objective of overcoming bias in the workplace is creating a work environment where every employee can feel that the workplace is welcoming, safe and free from discrimination, harassment or unfair treatment. While that may sound ‘warm and fuzzy’, diverse and inclusive workplaces can help lift employee satisfaction, boost engagement and productivity and enhance the reputation of your business as a great employer. It can also lower your exposure to potential legal action from unfair or unjust employment practices.

The most common types of unconscious bias in the workplace

When it comes to hiring, there are some biases that are more common than others. Some need no explanation – gender bias, ageism, racism, name bias – however psychologists and researchers have identified over 150 types of bias that impact the way we engage and interact with others. Here, we look at just a few. Chances are you’ve let one or more of these biases influence your decisions and, as a result, missed out on a perfect candidate.

Confirmation bias – where an opinion is formed quickly on a single detail (bad suit, good school) and the interviewer ‘fills in’ their own assessment of the candidate with questions that they believe confirm or justify their initial impression or judgement.

Overconfidence bias  –  can be closely connected to confirmation bias, when the recruiter lets their confidence in their own ability choose the best candidate in the way of objective assessment.

Illusory correlation – where a recruiter believes certain questions are revealing insights about the candidate that actually don’t exist or are not relevant to their ability to perform in a role.

Beauty Bias –  this one speaks for itself. Will a great looking person necessarily be the most successful choice for the role? The simple answer? No.

Conformity bias – this bias can occur with group assessments when recruiters fall in with the majority even if their opinion about a candidate differs. Peer pressure can have a lot to answer for.

Contrast effect  – also called judgement bias, this is where a candidate is compared with the resume and candidate that went before, rather than being reviewed on their own skills and merit against the requirements of the role.

How are you scoring in bias roulette?!

Here’s some more …

Affect heuristics – this unconscious bias sounds very scientific, but it’s one that’s being a very human survival mechanism throughout history. It’s simply about making snap judgements on someone’s ability to do a job based on superficial and irrelevant factors and your own preconceptions  – someone’s appearance, tattoos, the colour of their lipstick.

Similarity attraction – where hirers can fall into the trap of essentially hiring themselves; candidates with whom they share similar traits, interests or backgrounds. They may be fun to hang out with, but maybe not the best match for the job or building diversity.

Affinity bias – so you went to the same school, followed the same football team and maybe know the same people. That’s nice, but is it really of any relevance to the hiring decision?

Expectation anchor – where the hirer is stuck on what’s possibly an unrealistic preconception of what and who the candidate should be

Halo effect –  Your candidate is great at one thing, so that means they’re great at everything else, right? Judging candidates on one achievement or life experience doesn’t make up for a proper assessment of their qualifications and credentials

Horn effect – It’s the devil’s work. The opposite of the halo effect where one negative answer or trait darkens the hirer’s judgement and clouds the assessment process.

Intuition – going with that gut feeling again? While the emotional and intellectual connection may come into the process, it’s largely irrelevant. Focus on their actual experience and capabilities instead.

Can unconscious bias be eliminated? Can bias be unlearned?

In an ideal world, every hire would be approached in an objective way, free of unconscious basis and based on the candidate’s ability to do the job well. However, we don’t live in that perfect world and, time and time again, bias can cloud our judgement and lead to the wrong recruitment decisions. So what can we do? Let’s first talk about what doesn’t work.

Why unconscious bias training does not work

The efforts of any business to drive affirmative change in their business are to be respected. However, there’s a very good reason why unconscious bias training simply can’t work. Why?

Because unconscious bias is a universal and inherently human condition. Training targets individuals and their well-worn attitudes and world views.

While awareness and attitudes may change, inherent bias will remain because that’s the human condition.

So if humans can’t solve a very human problem, what can? PredictiveHire is challenging the issue of unconscious bias in hiring by promoting ‘top-of-funnel’ screening that entirely avoids humans and their bias. Instead, candidates are interviewed and assessed through automation and algorithms.  The data that trains the machine is continuously tested so that if ever the slightest bias is found, it can be corrected.

Algorithms do the job humans can’t

Using machines and artificial intelligence to augment and challenge decisions is fast becoming mainstream across many applications and industries. To reduce the impact of unconscious bias in hiring decisions, testing for bias and removing it using algorithms is possible. With humans, it’s not.

PredictiveHire tackles bias by screening and evaluating candidates with a simple open, transparent interview via a text conversation.  Candidates know text and trust text.

Unlike other Ai Hiring Tools, PredictiveHire has no video hookups and no visual content. No CVs.

All of these factors carry the risk that unconscious bias can come into play. Nor is data extracted from social channels as our solution is designed to provide every candidate with a great experience that respects and recognises them as the individual they are.

A better experience for candidates, recruiters and clients alike

A research study by The Ladders found that recruiters only spend about 6 seconds looking at a resume. With bulk-hiring, it’s probably less. That’s 6 seconds to make or break a candidate’s hope.

PredictiveHire’s AI-based screening comes into to its own with high volume briefs, with the capability to conduct unlimited interviews in a single hour/day, assessing >85 factors – from personality traits to language fluency and other valuable talent insights. Candidates receive personalised feedback, coaching tips for their next interview and faster decisions on their progress in the hiring process.

PredictiveHire is not out to replace human recruiters but we are here to work as your co-pilot, helping you to make smarter, faster and unbiased hiring decisions.

Understand where unconscious bias has held your business back

AI-enabled enabled interviewing and assessment also tracks and measures bias at a micro level so businesses can understand the level and type of bias that may previously have influenced decisions. With candidate and client satisfaction rated 95%+, it’s a game-changer for changing behaviours.

Remove Bias in HiringHiring’s a team sport and we’re rewriting the rules

The ability to measure unconscious bias is just one more reason to use AI-based screening tools over traditional processes.

Everyone has a story that’s bigger than their CV.

PredictiveHire gives every candidate an opportunity to tell theirs. Through our engaging, non-threatening process where unconscious bias can be taken out of the equation (literally!), we will help you get to the best candidates sooner.

You’ll get a shortlist of candidates with the right traits and values for your business so you can move ahead to interviews with confidence and clarity. With time and resources saved on upfront screening, your team can concentrate on making the interviewing stage more rewarding for hirers and candidates alike.

With PredictiveHire, you can soon be on your way to building more diverse, inclusive and happier workplaces. We know we can work for your business, so we’d love to work with your business. Let’s talk.



Have you seen the Inclusive e-Book?

Inclusive Fair Hiring eBook PredictiveHire

It offers a pathway to fairer hiring in 2021.

Get diversity and inclusion right whilst hiring on time and on budget.

In this Inclusivity e-Book, you’ll learn: 

  • How to design an inclusive recruitment path. From discovery to offer and validation of the process.
  • The hidden inclusion challenges that are holding your organisation back.
  • How to tell if Ai technology is ethical.

Download Inclusivity Hiring e-Book Here >





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