VoiceSense Launches Speech-Based Predictive Analytics for Human Resources

AI-driven solution streamlines recruitment processes by automatically screening voices of applicants during interviews and helps Human Resources teams to objectively identify top candidates for a position

Herzliya, Israel: VoiceSense, an innovative provider of speech-based predictive analytics solutions to forecast behavioral tendencies, announced that the company has launched a new speech-based predictive analytics solution for Human Resources.

According to a survey conducted by Career Builder, a global human capital solutions company, 74% 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.

The new VoiceSense solution for Human Resources teams dramatically streamlines recruitment processes by automatically and objectively filtering large volumes of applicants and providing a short list of the most relevant candidates for a position. This solution uses applicant voices only and eliminates the need to manually evaluate hours of video and audio interviews to find appropriate candidates. This has a two-fold benefit of reducing the time in finding the right candidates as well as make the process that is easily influenced by subjective factors more objective resulting in more accurate outcomes.

The technology behind the VoiceSense solution works by using AI to analyze the prosodic parameters of a person’s speech, which are the non-content features of speech, such as intonation, pace and emphasis that helps identify behavioral and personal characteristics, resulting in predictions of individual behavior. VoiceSense’s technology assesses over 200 prosodic speech parameters and builds an AI-driven personality profile of an individual’s professional characteristics like temperament, ambition, cooperation, communication, dependability, creativity and others. This helps HR teams identify if applicants are risk-averse or risk-tolerant, impulsive or careful, honest, conscientious, sociable and other behavioral factors.

With VoiceSense’s solution, 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 parameters of each applicant’s speech and applies predictive behavioral models in order to output a specific job match score for each candidate, which are automatically sent back to the Human Resources database. The job match score can also include the complete working profile report of each candidate’s tendencies. Human Resources teams can then create a short list of the best candidates per position for further evaluation and consideration.

Workflow of how VoiceSense can help with applicant tracking for Human Resources teams

To use the solution recruiting firms or HR teams do not need to transform any of their processes. They only need to do ensure that they capture audio files of candidates in any of the following ways:

• In cases when video interviews are recorded with candidates, the files of the video interview just have to be uploaded to the VoiceSense cloud server for analysis through a dedicated API that is provided. The API returns the analysis scores to the HR system used by the recruiter or HR department, where it integrates with the rest of a candidate’s data.
• In situations of live phone or video interviews with the candidates, the software is installed into the customer’s PBX telephony system. Here, the software collects the audio input from the interviews and sends the file to the VoiceSense cloud for analysis. The analysis results are sent back and integrated into the HR system through the same process.
• In cases where recorded interviews are not used, recruiters or HR departments can send candidates a link to download the VoiceSense app. The candidates can then either record answers to several question through the app or can have the app collect samples of their voices from regular phone calls they are making. The app sends the recorded audio to be analyzed to VoiceSense cloud server and the results would be sent and integrated into the HR system.

The VoiceSense solution 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.

“Our solution goes beyond recruiting as well, and HR teams can also use it for enterprise analytics, where organizations can monitor the well-being of their employees and monitor for changes in the current state of mind. This can help reduce employee dissatisfaction and churn. In addition, by using VoiceSense personalization, enterprises can optimize the internal assignments within their teams by matching different team members to different tasks based on their tendencies as well as build better teams by matching team members according to their personality and tendencies making sure they can better work as a team.”

VoiceSense is currently offering qualified recruiting firms and employers a proof-of-concept trial of its speech-based predictive analytics solutions for the Human Resources space. Besides this, markets who can apply this language-independent technology include call centers, customer analytics functions in organizations, fintechs, healthcare and next-generation personal assistants.

“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%.”