Psych Tech @ Work

Full disclosure: This episode was recorded before our break. In the normal world, not much would have changed in 5 months. But in the new reality of Generative AI- changes have occurred since we recorded this episode. They do not make the research discussed any less valuable, because the trends were identified- but the execution of them is ever evolving.More full disclosure: There are two sets of show notes presented below, one created by me and one created by Chat GPT. I have no shame in using GPT to help me with the show notes. It is super interesting to show what I came up with vs. what it came up with.My notes:In this episode we welcome Stacia Sherman Garr co-founder of Red Thread Research.In our discussion Stacia and I accomplish two things:We share our perspectives on doing quality vendor/market research, evaluation and classification and doing it wellStacia relays the results of her research into the current state of the people analytics software technology market and the vendors who define it.Our discussion begins with level setting to define exactly what people analytics software technology is, and is not. This includes the reality that this technology is not really focused directly on talent acquisition. Stacia defines people analytics technology as follows:"People analytics is the collection, understanding, and eventually application of people data. It's designed to improve what's happening with the people themselves and to improve business outcomes. So it's really all data that has to do something with people and with an intention of making people's lives better and making the business better"​​.Our discussion into research delves into how to do good research into a specific market, looking both at the vendors themselves and the macro trends. We acknowledge how difficult it is, but also how important it is to those who provide and consume the technology.Finally, Stacia reveals the major trends in the market and the impact of Covid and advances in generative have had and how they are shaping the future of the market. Covid changed things by introducing mass scale remote work and the increased need for monitoring analytics. AI has created so much change so fast, that Stacia has created an entirely new study to track it.Trends identified include:The size of the people analytics software market has grown rapidly- but is leveling offPrices are droppingThere is a push to more of a SaaS model where implementation and services are handled by 3rd party consulting firms. There is generally lower satisfaction amongst users of the products. Part of this is because the use cases have expanded but the products were not prepared for this.AI demands entirely new levels of supportMulti-source people analytics software platforms are the biggest new trend. For instance surveillance and wearables are becoming more in focus- and these can create major trust issues amongst employees.Here is what GPT came up with when I fed it the transcript of our interview:Episode Title: "Navigating the Evolving Landscape of People Analytics Technology"Host: Dr. Charles HandlerGuest: Stacia Garr, Co-founder of Red Thread ResearchEpisode Overview:In this enlightening episode of "Science 4-Hire," host Dr. Charles Handler engages in a thought-provoking discussion with Stacia Garr, co-founder of Red Thread Research. They delve deep into the realm of People Analytics Software, shedding light on its current trends, ethical considerations, and its impact on the HR industry.Key Discussion Points:Introduction to People Analytics: Stacia Garr clarifies the term "people analytics" and its significance over "talent analytics," emphasizing its inclusive and comprehensive nature.The Evolving Market of People Analytics Software: Exploration of how the field has expanded and adapted, especially in response to the COVID-19 pandemic and the shift towards remote work.Vendor Landscape and Research: Discussion on the various categories of vendors in the people analytics space, the growth of the market, and insights from Red Thread Research's latest study on people analytics technology.Ethical Considerations and AI Integration: An examination of the ethical aspects of people analytics, the role of AI, and how these technologies are shaping organizational strategies.Trends and Future Projections: Insight into current trends in the market, including the growing demand for people analytics solutions across different organizational roles and the importance of ethical considerations in technology deployment.Practical Applications and Benefits: Conversations on how organizations can effectively leverage people analytics for improved business outcomes and employee experiences.Call to Action:Listeners are encouraged to explore more about the cutting-edge research and insights offered by Red Thread Research. For those interested in deepening their understanding of people analytics and its practical applications in HR, visiting Red Thread Research's website is hig

And now for something completely different. My guest for this enlightening episode of Science 4-Hire, is none other than the biggest superstar of the AI world, the LLM known as ChatGPT. In this fun and educational interview I uncork ChatGPT’s personality as a witty, quirky, and extremely knowledgeable guest. Our amazing conversation delves into the fascinating world of AI and its burgeoning role in the hiring process and AI hiring software. Specifically, ChatGPT shares with me insights on how AI is transforming the future of work with a focus on AI recruitment, AI in the hiring process and talent assessment, addressing bias, and the nuances of corporate AI policies. Finally, I put ChatGPT through its paces as a talent assessment expert by asking it to design an assessment process for an interesting and unique job. ChatGPT’s ability to be an extremely engaging guest far exceeded my expectations going in. The result of our time together is both hilarious and extremely insightful. This episode is a must listen, so tune in for some quality Edutainment. Can fully automated AI recruitment be far off?Here are some of ChatGPT’s insightful and idealistic quotes from our time together: "On a bad day, I might hallucinate a bit in my responses, but hey, who doesn't enjoy a little AI-generated surrealism?""As we leverage AI in hiring, embedding psychological principles ensures that we don’t just match skills to roles, but we align hearts and minds to cultures and values."“Humans bring a layer of ethical consideration, cultural understanding, and emotional intelligence to hiring that AI, no matter how advanced, is not equipped to fully grasp.”“Believing that AI will make humans irrelevant in hiring is like saying calculators made mathematicians irrelevant; tools enhance our capabilities, they don’t replace our fundamental skills and intuition.”Episode Breakdown: Here is a summary breakdown of the key points in our conversation in ChatGPT’s own words.Introduction (00:00-03:00):Welcome to Science 4-Hire, where today we are diving deep into the realm of artificial intelligence with a very special guest, ChatGPT from OpenAI. In this episode, we explore the transformative effects of AI on the hiring process, discuss ethical considerations of AI, AI regulation, and speculate on the future of AI in recruitment.Getting to Know ChatGPT-4 (03:01-10:00):We start by introducing ChatGPT, understanding its capabilities, and how it processes and generates responses. ChatGPT breaks down the complex probability calculations that it performs to provide accurate and relevant answers. We touch on the fascinating concept of "hallucinated responses," exploring why these occur and how OpenAI is working to mitigate them.Balancing Efficiency and Risk: Corporate Policies and AI (10:01-20:00):Delving into the corporate world, we discuss the challenge of balancing the efficiency that AI brings to the table with the inherent risks it poses. ChatGPT provides nuanced insights on crafting effective corporate AI governance policies, emphasizing the importance of transparency, employee communication, and continuous monitoring. ChatGPT also has great things to say about the use of AI in HR, and AI recruiting technology.Revolutionizing Recruitment: AI in Talent Assessment and Hiring (20:01-30:00):We explore how AI is reshaping the hiring landscape, from automated resume screening to assisting in evaluating cultural fit. ChatGPT sheds light on addressing and mitigating bias in AI-driven hiring processes, AI recruitment software, and AI recruiting technology, stressing the importance of diverse training data and human oversight.The Future of AI in Hiring (30:01-40:00):ChatGPT shares its predictions on the evolving role of AI in recruitment and AI in HR, discussing how it can complement human decision-making but will not replace it entirely. The discussion centers around creating a synergy between AI and human intuition to make the most informed hiring decisions.Closing Thoughts and Farewell (40:01-45:00):As we wrap up this insightful episode, ChatGPT leaves us with words of wisdom, encouraging listeners to embrace AI as a tool but never forget the irreplaceable value of human touch in the hiring process. We emphasize the importance of staying curious, learning continuously, and finding the perfect balance between data and intuition.Here are some key takeaways from our conversation in MY own words. include:When prompted correctly, ChatGPT can have a personality that makes it feel like a real person that you can trust.ChatGPT believes in itself, while remaining realistic about what it can and cannot do, even admitting that it makes up answers to questions because it is designed to please. This shows the paradox of AI, its strengths are amazing, but they come at a cost.While ChatGPT admits that organizations must create AI governance policies to manage its use by employees, it feels confident that it is a positive contribution when used by workers to do their j

Join me, Dr. Charles Handler, for the latest episode of Science 4-Hire as I engage in a fascinating conversation with Neil Morelli, lead IO psychologist at Codility, a global provider of coding assessments. Our discussion centers around LLMs, such as GPT, and the dangers they present to test security and honesty when taking assessments. We agree there can be no bad without good, so we also talk about the positive side of LLMs and their role in helping us be more productive while evolving the nature of work itself. Join us as we explore both sides of the “GPT good or bad?” debate. We begin by exchanging ideas about the transformative nature of GPT in general. We both agree that it is a significant paradigm shift that seems to have come out of nowhere. We then get into a really important conversation about the various use cases of GPT in the world of pre-hire talent assessment. We discuss both positive use cases and negative ones such as cheating. According to Morelli, “cheating” should be defined as: “a no or low knowledge candidate who wouldn't be successful otherwise is now using this to basically impute knowledge that they don't have and signal that they're qualified for a job that they're not qualified for.” But there are many use cases where it is perfectly normal for IT candidates to use tools to support their efforts. For instance, developers use outside tools such as Stack Overflow on a regular basis and this type of outside assistance is 100% accepted. So how is using GPT to assist with writing code any different? According to Morelli, “It's a supercharged version of the knowledge repositories that most developers rely on every day to do their jobs.” We agree that, when it comes to talent assessment tools outside the realm of coding (i.e., personality, cognitive, simulations, etc.), the format of the questions themselves make it much harder to use GPT to cheat. Self-report tools use item formats that are more difficult to feed into GPT and they are often more subjective in nature, creating an entirely different paradigm from coding simulations. Our conversation then arrives at the idea that solutions should focus more on how we weave GPT into the assessment tools we are using or building instead of simply assuming it is a tool for cheating. We arrive at shared speculation around the exact role of GPT in shaping the future of hiring assessments. Can it be a force for good, or will it be our downfall? Neil notes: “So, I can see the worry. I can see the anxiety that, hey, this is forcing assessment creators, writers, people that are in this business or do this type of work. It's forcing us to adapt very, very quickly. And that level of change, the pace of change can feel super overwhelming and scary.” We finish out our discussion with a focus on the idea that LLMs alone will not get our work done for us. Its effective use still requires human intelligence and oversight to both ask the right questions and manage the output to support our end goal. Cheating is no exception here. Those who rely soley on LLMs to do their work for them or to help them be someone they are not, will likely fail to meet their end goal of putting one over on a potential employer. To quote the singer Rick Springfield, “We all need the human touch!” Join me, Dr. Charles Handler, and Neil Morelli on this thought-provoking journey as we explore the potential of LLMs to impact the safety and security of talent assessment, now and in the future. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In the latest episode of Science 4-Hire, I had a fascinating conversation with Steve Hunt, Chief Expert of Technology & Work at SAP. Together, we discussed Steve’s latest book, Talent Techtonics, which provides a framework for our conversation. As he notes... “I wanted to talk about how work is changing, but not just trends like how hybrid work, but why is it changing? And that's where the phrase talent tectonics comes from, that the nature of work is fundamentally altered by underlying shifts like the tectonic plates. We can't see 'em move, but they're constantly moving. They change the surface of the earth and may create new experiences or topography such as earthquakes or mountain ranges. “ We discuss how these shifts can be viewed from a combination of elements that form a unique perspective. Namely, the role of humans in choosing and implementing HR technology and the impact these actions will have on the future of work. Steve offers his take on this in our latest episode: “From a psychological perspective So, the book goes through and looks at the perennial work challenges of how do we staff jobs, how do we design jobs, how do we pay people, how do we develop people? How do we engage people? But it looks at how do we need to do this more effectively leveraging technology to create more human environments, more supportive environments.” But the crux of Steve’s unique perspective lies in the role that technology plays in achieving a more humanistic and productive workplace. In the episode, Steve emphasized the importance of using technology to augment human abilities and design job roles that align with individual skills and strengths. We delved into the application of assessment tools and machine learning in talent acquisition, development, and employee engagement. We also examined the role of operational and collaboration technologies in optimizing work environments. Steve highlighted the need for organizations to stay abreast of technological advancements and regularly reassess their HR processes to effectively leverage available tools. Throughout our conversation, we underscored the significance of considering individual differences, traits, and abilities. Steve explained how technology enables better assessment and understanding of employee attributes, leading to more tailored job roles and fostering employee growth within the company. As we wrapped up the episode, I emphasized the importance for HR professionals to stay informed about emerging technologies and critically evaluate their existing processes. We encouraged listeners to embrace technology's capabilities to drive positive change in HR practices, while never losing sight of the value of human connections and interactions. Join me in this thought-provoking episode of Science 4-Hire as Steve Hunt and I explore the transformative potential of HR technology in redefining work for the modern era. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In the latest episode of Science 4-Hire, I have a refreshing and relaxing conversation with Fred Oswald, an esteemed industrial-organizational psychologist and professor at Rice University. Fred is extremely active in the area of AI ethics and governance, especially with regards to hiring. Fred has served on many committees addressing these issues such as the National AI Advisory Committee and is a regular contributor at the SIOP (Society for Industrial and Organizational Psychology) conference.We called our conversation, “SIOP decompression” as the conference was 100% information overload. Fred and I sift through the mountain of information we consumed to focus on some of the topics we found to be most important to businesses and society at large.It is no surprise that the topics we choose to focus on all fall under AI and Hiring. We distill topics such as legislation and ethics for AI and hiring, the impact of Chat GPT and large language models on the world of work, and cool stuff like Fred’s work with performance management programs for the US Space Force.We look at these issues from many points of view including those of the law, computer science, psychology, and business. Our message is that the future is starting to look pretty crazy, and it is going to take a blend of many perspectives and disciplines to ensure we are navigating it ethically while still building a free market economy.At the core of all this are humans. Fred emphasized the need for human involvement, stating,“Like any algorithm, you have to have humans there to manage every aspect of its use and interpretation.”Listen to the full episode now and join us as we explore the great stuff from SIOP 2023 as it related to the intersection of AI, psychology, and the future of work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

On today's episode of Science 4-Hire, I welcome Christy Smith and Lauren Robertson for an enlightened discussion about the importance of skills identification and assessment on the future of talent acquisition and development. Christy is the central market leader for career products at Mercer, supporting the commercial strategy for Mercer's skills products in the US and Canada. Lauren is an organizational psychologist working with Mercer on developing and implementing their skills-focused products and programs. In our conversation, we explore a full range of topics related to the challenges and rewards of skills identification and assessment, and the role they play in creating and evolving talent acquisition and development strategies. Our chat begins with a discussion of the definition of “skills”, suggesting it should be broad based and include the individual differences that make each human unique (aka, traits, skills, knowledge, competencies, abilities, etc.). Such a broad-based definition supports the critical importance of skills identification as a foundation for talent acquisition and talent mobility programs. My guests share the work Mercer has been doing creating such a foundation through its development of a comprehensive skills taxonomy. From here Lauren, Christy and I really dig into a review and discussion of the many talent processes that benefit from a skills-based approach, including the importance of skills-based hiring, how to overcome skills gaps, and the role of skills identification and assessment in fostering diversity and inclusion in the workplace. We also dive into the specific skills that are in high demand in today's job market, and how organizations can leverage skills identification and assessment to stay ahead of the curve. From emerging skills in technology and data analysis to soft skills like communication and collaboration, we explore the trends and insights that are shaping the future of work. If you're interested in learning more about the importance of skills and how to build out skills-based programs in your organization, this episode is a must-listen! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

My guest for this episode is Collin Hawkes, Senior Lead I/O Psychologist at Lumen Technologies, an internet services company whose mission is to connect people with technology. Join us today for an interesting conversation that focuses on the use of AI and machine learning to break jobs into a variety of elements, a process also known as “Job Analysis”. We share our experiences in this nascent, but important area and use them as a bridge to other topics that relate to the use of AI in IO psychology.Our discussion begins with the sharing of our mutual admiration for job analysis as both an art and a science. We have both spent countless hours laboring over the tedious aspects of this essential tool of the trade.This crucible has led us both independently to the idea that there must be a better way to tackle the critical but painful minutia while still staying true to the art of the whole thing.Collin notes:I'd literally go line by line and these tasks and say, okay, what task, this task statement, this specific one task statement, what does this line up to in terms of a competency? And so, I have this Excel sheet with all these tasks in one hearing, and I would go down and I was like, what am I doing this for? Why am I doing this every single time? And so, it sort of created a thought in my mind, well dang, I could train an AI to do the same thing that I'm doing all time and it would probably be better than me at doing it. We then discussed Collin’s pet project, the T stat, which is an automated tool that automatically categorizes task statements which are essentially the “atoms” of a job because they identify each and every task that is required to perform a job. These tasks are then aggregated into higher level factors such as competencies. I then shared my own experience in building an AI based tool that can take transcripts of job analysis interviews that when aggregated can identify the competencies and traits that are most important for a job.Through our discussion of these projects, we find common ground in the use of AI in other areas of our trade, including assessments, video interviews, and job matching tools.The discussion is definitely worth a listen!For anyone interested in learning more about Collin’s app- check out t-stat.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode I welcome two different but complimentary perspectives on the legal aspects of employment testing that are happening in an ambiguous and seemingly ever-changing environment. While the conversation is oriented towards the ever controversial and somewhat frustrating NYC algorithmic hiring law that has recently gone into effect (?), it is really a much deeper and headier conversation about the use of AI models in employment decision making. More specifically, about the legal responsibilities of those who provide and use these tools. There is no one better to hash over these important topics than my two guests- Dr. Richard Landers, a professor of IO psychology at the University of Minnesota who also specializes in computer science and legal audits of selection systems. And- Mark Girouard- a lawyer at Nilan Johnson Lewis who specializes in employment law as it relates to hiring and the use of predictive decision-making tools. I have worked with both of my guests on various projects related to our topics today and can assure you that they are on the top of the heap when it comes to expert, practical, and credible advice on these extremely complex and ever evolving issues. To really absorb all the wisdom on the controversial but critical topic of legal compliance in today’s crazy world, you really have to listen to this episode. So, what are you waiting for, tune in now! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

My guest for this episode is Dr. Tomas Chamorro-Premuzic. Besides his role as the Chief Innovation Officer at Manpower Group, Dr. Tomas is a world-renowned IO psychologist, educator, entrepreneur and author. He joins me today to discuss his new book, I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique.We use the big picture principles of this book to frame up an invigorating conversation about ChatGPTand its impact on humankind, jobs, and hiring. If you have been tuned in to the hype around ChatGPT and have been wondering if it is good or bad for humans, jobs, and work our discussion is definitely worth a listen. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

On this episode my guests Dr. Amy Dufrane, SPHR, Andre Allen and I discuss the value of HR certification for both individuals and businesses, as well as the role certification plays in current business trends. Amy is the CEO of the Human Resources Certification Institute and Andre is its Chairman of the Board. Not only do these two know the ins and outs of HR certification, but they are also seasoned assessment specialists who are wired into global business trends.Join us to learn all about HRCI’s certification and learning programs and how they are directly dialed in to the trends that are shaping our current and future business environment. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

My guest for this episode, Mike Campion, is one of the most respected and prolific IO psychologists around. With hundreds of publications and over a thousand consulting projects under his belt, when it comes to predictive hiring tools, Mike has seen and done it all. It is a real honor to have him on the show to discuss the responsible use of AI and machine learning in hiring systems. This is an important topic – According to Mike, “I see it (AI) as probably the biggest trend in the profession of personnel selection. Probably the biggest influence since the Equal Rights Act in terms of its overwhelming impact that it will have on the field. So I changed all my research pretty much to focus on artificial intelligence these days.”While AI in hiring is certainly controversial, as our conversation reveals, if done right there is a bright future for it. BUT- ensuring this future is one that we can be proud of requires a great deal of foresight and responsibility. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

On this episode of Science 4-Hire, I’m joined by none other than Kevin Grossman, president and board member at Talent Board and expert on all things candidate experience. Every year, Grossman leads Talent Board’s benchmark research to identify trends and best practices in what makes a good candidate experience journey.What does Talent Board’s research reveal about candidate experience? There are three essential elements: Sending timely rejections, providing consistent communication and offering feedback. Want to learn how these things are best reflected in your talent assessment program? Listen to the full conversation to learn more about the candidate experience. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Today on Science 4-Hire, I’m joined by Bas van de Haterd, an assessment enthusiast and self-proclaimed “professional snoop” dedicated to helping his clients get to the root of their hiring problems. Van de Haterd researches innovative assessment methods for hiring in the Netherlands, awarding top innovators for their creativity and potential.If you’re interested in learning about assessment innovations that may seem far-fetched to those of us who rely on tried and true tools, you don’t want to miss my conversation with Bas van de Haterd. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

On today’s episode of Science 4-Hire, I’m speaking with Jenna Alexander, Randstad’s global vice president of internal talent acquisition. She recruits recruiters for recruiters, so she’s pretty heavily invested in what a good recruitment experience looks like and how to nestle talent assessment processes within recruitment.If you’re curious how a global HR solutions company is rewriting the future of hiring — and how talent assessment processes play a vital role in that — look no further than my conversation with Jenna Alexander. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Today on Science 4-Hire, I’m joined by HR tech visionaries John Sumser, principal analyst at HRExaminer, and Jeanne Achille, CEO of The Devon Group and chair of the HR Technology Conference & Exposition. We join forceshere to talk about an intriguing and mind expanding topic: How are changes in the world of HR tech impacting what’s next for talent assessment tools?Want to find out what the future holds for talent assessment tools? You don’t want to miss my conversation with expert analysts John Sumser and Jeanne Achille. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Building a truly global talent assessment program is a massive challenge. But when your company is undergoing a major transformation, it becomes a business necessity, enabling you to find the talent you need to support large scale change.In this episode of Science 4-Hire, you’ll find out how Vodafone’s global talent assessment strategy is powering its transformation from a telecommunications company to a tech company. Listen in to my conversation with the architects of that strategy, Vodafone’s global head of talent assessment, Margarita Echevarria, and global talent assessment manager Simon Defoe. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

We spend a lot of time here talking about the future of work, but my guests today have a unique perspective on the role of decentralized autonomous organizations, or DAOs will play in creating the workplace of tomorrow. Today on Science 4-Hire, I’m joined by economist and governance expert Wulf Kaal and investor and visionary Tony Greenberg. Kaal and Greenberg are the masterminds behind Menagerie.is, a community building platform that empowers decentralized communities to gather, interact and work together as DAOs and equips them with the technology needed to do their thing..If you want to learn what a DAO is, how it’s revolutionizing the future of work and what role assessments play in that future, then you don’t want to miss my fascinating conversation with Wulf Kaal and Tony Greenberg. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

HR Technology has a major influence on workplace trends. From nontraditional career paths becoming the norm to candidates calling the shots, HR tech is accelerating the workplace trends that force employers to get creative with talent acquisition and management.This episode of Science 4-Hire features all-star guest Jeremy Tipper, a longtime HR technology devotee, investor and board adviser. He’s here to talk about the future of assessment technology through the lens of HR technology and evolving business needs. If you’re interested in what the future holds for recruiting and assessment tech, you don’t want to miss my conversation with HR tech powerhouse Jeremy Tipper. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

You’ve probably been hearing more about neurodiversity hiring programs lately. But what is neurodiversity, and what does it mean for your talent strategy?Danielle Biddick, neurodiversity hiring program manager at Dell, joins Dr. Charles Handler on this episode of Science 4-Hire to answer this question and many more. Listen in to learn how Dell is implementing its neurodiversity hiring program and the benefits of neurodiversity for your organization. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Should we stop hiring? Don’t be ridiculous. Advances in automation are rapidly transforming not only how we think about recruiting but also how we actually do it — and that can be pretty scary. But despite the naysayers, change isn't all bad, and automation has the potential to enhance the talent acquisition processes and revolutionize our businesses.Dr. Alan Bourne, CEO and founder of Sova joins Dr. Charles Handler on this episode of Science 4-Hire to discuss what’s next for talent acquisition and recruiting automation. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode, my guest is Nicholas Bremner, senior manager of people decision science at Uber. We discuss the candidate experience survey that Nicholas and his team developed, how that survey has provided Uber with hard data that connects candidate experience to business outcomes. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In today’s episode of Science 4-Hire, I am thrilled to talk with Dorothy Dalton, the founder of 3Plus International. In this episode, we discuss Dorothy’s philosophy toward work, how organizations can practice equity today and how organizations can create a mechanism of change by improving their hiring processes. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode of Science 4-Hire, Dr. Charles Handler is joined by Kevin Grossman, president and board member at Talent Board, to discuss improving the overall candidate experience. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode of Science 4-Hire, Dr. Charles Handler is joined by Rocki Howard, CDO at SmartRecruiters, to chat about assessing diversity in the workplace. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode of Science 4-Hire, Dr. Charles Handler chats with his friend Jenn Longbine, HR and recruitment leader and head of G&A recruiting at Slack, about how to keep employees happy at work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Hundreds of companies made big statements supporting diversity, equity and inclusion in the workplace last year. But what’s really changed? In this episode of Science 4-Hire, Hershey’s Chief Diversity and Inclusion Officer- Alicia Petross shares how the candy giant tackles hiring inequity with a strategic, targeted DEI plan. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Think using assessments in a tight labor market is a bad idea? Think again! In this episode of Science 4-Hire, Dr. Charles Handler and Bas van de Haterd discuss how well-designed talent assessments improve hiring and fight bias in a tight labor market. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Selection scientists and recruiters must work as a team to find the best candidates, but their efforts often conflict. Recruiters often want to bring more people in, while pre-hire testing works to screen them out. But the data paints a compelling case for employee selection — and my guest today has no shortage of data.On today’s episode of Science 4-Hire, I’m speaking with David Futrell, senior director of assessment and selection at Wal-Mart, fellow IO psychologist and, frankly, a selection geek extraordinaire. “The sample sizes are just enormous,” David says, and he’s not kidding — Wal-Mart tests 10,000 to 15,000 people every day, or about 4 million annually. And that’s just for entry-level roles.With all of the data that generates, David and his dedicated team of IO psychologists have been able to run the numbers and come to some fascinating conclusions about assessments and employee selection. Here’s what they’ve learned.It’s not That It Isn’t Fun; It Just Doesn’t Seem RelevantWal-Mart’s selection assessments include game-like elements but aren’t gamified. When Wal-Mart bought a company that used a game-based assessment, David surveyed applicants to find out how they liked it. To get at the truth, he chose his words carefully. He didn’t want to learn whether candidates enjoyed it (most did). He had to discover how they felt about the game determining whether they got the job. And he discovered that most applicants trust a traditional personality test as a better, fairer measure of job-related factors.We’ve Turned Assessment Length Into a BoogeymanThe idea that candidates will bail on a test that lasts more than five minutes is more prevalent than it is true. David’s abundance of data shows that well over 90% of candidates will finish an assessment of any length. He even measured and compared completion rates based on when candidates drop out of the process.How many candidates would get 15 minutes into a test and then drop out, for example? Versus candidates who drop out after 30 minutes? The difference is negligible. But cutting your test to fit an arbitrary amount of time can negatively affect its validity, which does have a significant effect on its usefulness. David’s research has also demonstrated that the applicants who dropped out before taking the assessment would have had significantly lower performance on the job compared to those that chose to participate in the assessment.Selection is the Natural Enemy of Recruiting. Or is It?Leveraging his wealth of data has allowed David and his team to make a compelling case for employment testing’s role in performance. Looking at the mountains of data he has collected from different locations, he’s discovered that stores that rely on assessment to make better, more objective hiring decisions perform significantly better than stores that hire randomly.And that translates into a ridiculous amount of money saved. According to David, improving retention by making better hires saves hundreds of millions of dollars in turnover and lost work each year. That’ll make any executive a believer in assessments!People in This EpisodeCatch David Futrell on LinkedIn This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode I speak with Linda Frietman- one of the founders of IamProgrez a talent assessment firm located in the Netherlands.Linda’s core mission is to create pathways that allow people to show who they are through the data they create- and her firm is doing this in a most novel and interesting way.While there are many firms out there who offer game based assessments- Linda and her company have turned the traditional model for gaming assessments on its ear by using data from existing entertainment game play to measure soft skills and predict job fit.To help my skeptical mind process the legitimacy of IamProgrez’ approach - much of the episode centers around the origins and the technical aspects of the development and use of their assessment methodology.The origin story---Linda relates that a few years ago - as her team was developing some new assessment tools on a tight deadline- she observed her dev ops team playing an online game during a much needed sanity break. As she observed the gamers interacting within the game environment, Linda clearly saw that the skills needed in-game were very similar to those needed to effectively perform jobs in the real world. From this critical moment forward- Linda has hitched her firm’s destiny to extracting trait based measures from commercially available game play.“Game Dynamics” is the rosetta stone-- IamProgrez focuses on the “Steam” gaming platform which functions somewhat like the Netflix of games, and has become a de facto social network for gamers. Steam has thousands of games that are accessible via one subscription. The part of the steam platform that opens the door to assessments is the collection of game play metrics that are standardized across all the games on the platform (AKA “Game Dynamics). While many game based assessments attempt to extrapolate traits from data such as use metrics such as cursor movement and time between clicks- Game Dynamics data packages game play behaviors into more interpretable metrics that are transportable and transcend any one specific game.Construct validation of soft skills & the Dutch militaryWithin games- players make many choices from what kind of character they want to play, to the extent to which they lead or follow others. All of these choices can be tracked in Game Dynamics. With a staff of ½ psychologists and ½ gamers - IamProgrez has been mapping Game Dynamics to soft skills by giving gamers standard personality and soft skills assessments and examining the relation between these inventories and their game play data. This effort has been successful in demonstrating the construct validity of the game play metrics as soft skills measures. Like many other countries- the Netherlands is facing a skills crisis in that the pace of learning institutions preparing students for the workforce is not keeping up with technological demands required on the job. It has also been hard for more established companies to connect with the emerging workforce. Facing an increasing generation gap and an aging force- the Dutch Military put out a call for assistance in helping them engage the younger side of the talent pool. Linda’s team answered the call and has been deeply engaged with the military in constructing programs that use gaming and game play data as a recruiting tool that also measures important work related skills. While still in its infancy- the program has been a big success in helping the military speak the language of the millions of gamers who are so critical to building their future ranks.Where do we go from here?IamProgrez is now working to define the soft skills that are needed for specific jobs/roles so they can connect these profiles to game play data and build out pathways from game play to prediction of job success. This program is now under development and will eventually allow the concept of using mainstream gaming data as a predictor to go to the next level.We close our conversation by discussing the future plans for this innovative approach, including using it to help level the playing field for those who may not come from traditional backgrounds. This methodology has the potential to open access to millions of young people who may not be enticed, evaluated, or engaged by more traditional methods- but who have all the tools needed to make a meaningful contribution.You can find and follow Linda on LinkedIn:https://www.linkedin.com/in/linda-frietman-7401a5b/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

“Persona” (a documentary recently launched by HBO Max) is a misinformed, slightly schizophrenic film with an identity crisis. The film provides a multifaceted view on personality testing that never fully ties its various threads together coherently enough to make a credible and cogent argument about the subject matter. What the film does manage to do rather well is to paint IO psychologists and employment testing in an extremely negative light that completely misses the essence and prime directive of our profession.This episode of Science 4-Hire uses the film’s negativity as a vehicle to accentuate the positive truth about what IOs do for both individuals and organizations. We begin this mission by providing the IOs featured in the film: Ben Dattner (Dattner consulting), David Scarborough (Western New Mexico University- formerly of Unicru), and Nathan Mondragon (HireVue) with an opportunity to share the parts of their talk tracks that were left on the cutting room floor. The bulk of my guests’ wisdom about the subject matter was trashed by the producers in order to support the film’s direct and deliberate assertion that personality testing is a dangerous tool that was created by corporations to enslave individuals in an effort to maximize profits.From there we shed some light on many of the other negative delusions that the film puts forth, including:The idea that the Meyers-Briggs is a legitimate tool for employment testing The position that the employment tests created by IO psychologists are instruments of eugenics sponsored by heartless corporations The opinion that personality tests unfairly discriminate against persons with disabilities The notion that pre-hire testing is the main source of bias in the hiring process At the end of the day- all four of us relish the opportunity to proudly and confidently share our strong conviction that our field makes the world a better place by helping people find meaning in their lives through their work, while at the same time helping organizations of all shapes and sizes reap the benefits of an engaged and happy workforce. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode Charles welcomes fellow psychologist and personality expert Dave Winsborough for a fascinating and contemporary discussion about the cutting edge of personality testing - with a focus on critiquing AI based personality measures.Mutual agreement on the value of personality assessment for both life and work provides a foundation for the discussion. The discussion proceeds to the good stuff- the use of “novel signals” (i.e., facebook likes, sociometric badges, voice, text, etc.) to extract personality profiles.Both Dave and Charles agree that we are still not ready to bless these measures as ready for prime time when it comes to personnel selection. While there is expectation that we will get there- at present foundational issues such as reliability- are significant limitations to the use of AI based personality tools for predictive hiring.At present this part of the industry is being fueled mostly by hype and wishful thinking- both of which seem to be working when it comes to convincing companies to adopt these tools. This trend creates some concern for a future where true psychological measurement will become irrelevant.Here in our present day reality- Dave discusses his role as a founder of “Deeper Signals” a company that offers an innovative personality assessment tool designed to support a deep level of self insight. The assessment is available to anyone - and offers a really unique interactive report. For those who wish to follow Dave, look for him on LinkedIn (https://www.linkedin.com/in/davewinsborough/) or through the Deeper Signals website.Until next time, we encourage our listers to check out the exciting things going on at Rocket-Hire:2020/2021 Market Trends Report (to be released in Dec. 2020)- We profiled and categorized over 250 vendors of predictive hiring tools and assessments - collecting data on over 25 research parameters. This data allowed us to unlock the data to identify market trends that will surprise you! Sign up for your free copy of the report here: https://go.rocket-hire.com/assessment-platform-marketLaunchPad test authoring platform- When we struggled to find a test authoring platform that is flexible enough to meet our needs - we created our own. Our platform is infinitely flexible- allowing us to build the platform out to meet your exact needs. We can support global testing programs securely at scale. Check out Launchpad at: https://www.launchpad-testing.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode Charles welcomes Cathy O’Neil- founder of ORCAA, a consultancy that helps companies and organizations manage and audit algorithmic risks. Cathy is a mathematician and former investment banker whose goal is to help ensure algorithms are used responsibly and fairly, advocating for and addressing the concerns of those who are on the receiving end of the algorithm (vs. those who created it). Cathy also works with regulators and lawmakers in the course of developing standards for algorithmic auditing, including translating existing fairness laws into rules for algorithm builders.Besides having a genius title- Cathy’s book- Weapons of Math Destruction: How Big Data Increases Inequality and Threatens Democracy provides an in-depth look at the potential damage that is caused by the irresponsible use of algorithms and is a must read for anyone who wants to understand the big picture when it comes to algorithms gone bad.Charles and Cathy engage in a conversation about the dangers of the science hype factor in AI and the fact that irresponsibility begins with the blind faith that people generally put in the concept that algorithms are created by really smart people who can be trusted to ensure they work as intended and do not bring harm. Charles brings up the fact that the primary focus in the world of employment testing is evaluating the fairness of a specific test without consideration of the impact caused by all of the other decision points in the hiring process. There is agreement that this viewpoint leaves a good deal of opportunity for fairness on the table. Cathy explains that her process goes beyond just looking at bias - and begins with the broader question of why the algorithm was created in the first place and how the creator defines its success. There is discussion of the pending case in which employers were sued by the father of a bipolar teen who was denied employment due to the use of a personality test. The discussion centers on the appropriateness of personality tests for the workplace given the fact that they can be discriminatory for those with personality disorders that may not preclude the applicant from performing the job for which they are applying.Finally- Charles and Cathy agree that when it comes to hiring- sourcing is one of the biggest causes of unfair practices. Specifically- there is great concern around the manner in which automation determines whom to show specific job openings returned from a search or presented via paid advertisements. These “optimization engines” are trained to be biased by their very nature and this bias can exclude minorities or members of protected classes from ever seeing jobs for which they may want to apply. Regulation is badly needed in this area because it is currently a silent killer of hopes and dreams.For those who wish to follow Cathy - here blog is https://mathbabe.org/, and her company’s website is: https://orcaarisk.com/ Check out the exciting things going on at Rocket-Hire:2020/2021 Market Trends Report (to be released in Dec. 2020)- We profiled and categorized over 250 vendors of predictive hiring tools and assessments - collecting data on over 25 research parameters. This data allowed us to unlock the data to identify market trends that will surprise you! Sign up for your free copy of the report here: https://go.rocket-hire.com/assessment-platform-marketLaunchPad test authoring platform- When we struggled to find a test authoring platform that is flexible enough to meet our needs - we created our own. Our platform is infinitely flexible- allowing us to build the platform out to meet your exact needs. We can support global testing programs securely at scale. Check out Launchpad at: https://www.launchpad-testing.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Are we learning yet? Only your data knows- so you’d better pay attention to it.Data- In this episode Charles welcomes Eric Surface, fellow I/O Psychologist and founder/CEO of ALPS Insights, a training analytics company that provides tools and advice to help companies extract value from their learning programs via actionable insights based on data.Charles and Eric both share a passion for helping their clients achieve great things through data. Their conversation covers the gamut of issues related to working with clients and their data- focusing on the inevitable challenges that come with collecting and managing client data. Eric is an expert in learning outcomes and the data that provide them- so the main topic of conversation focuses on various methodologies for helping clients unleash the power of their training data and the key role that software plays in this endeavour. Being an employee selection specialist, Charles drives the conversation towards an exploration of how training and hiring data can complement one another.For those listeners who wish to follow Eric and his company’s work:CHECK OUT THE ALPS Ibex product at the 2020 HR Technology Conference and Expo virtual booth:https://app.swapcard.com/event/hr-technology-r-conference-and-exposition/exhibitor/RXhoaWJpdG9yXzE5Nzc2Mw%3D%3DContact/Follow Eric:Dr. Eric A. SurfaceFounder, CEO and Principal ScientistALPS Insights, Inc.2409-107 Crabtree BlvdSuite 304Raleigh, NC, 27604919-706-0716, ext. [email protected]@easphd @ericatehereCheck out the exciting things going on at Rocket-Hire:2020/2021 Market Trends Report (to be released in Nov. 2020)- We profiled and categorized over 250 vendors of predictive hiring tools and assessments - collecting data on over 25 research parameters. This data allowed us to unlock the data to identify market trends that will surprise you! Sign up for your free copy of the report here: https://go.rocket-hire.com/assessment-platform-marketLaunchPad test authoring platform- When we struggled to find a test authoring platform that is flexible enough to meet our needs - we created our own. Our platform is infinitely flexible- allowing us to build the platform out to meet your exact needs. We can support global testing programs securely at scale. Check out Launchpad at: https://www.launchpad-testing.com/Charles and Eric both share a passion for helping their clients achieve great things through data. Their conversation covers the gamut of issues related to working with clients and their data- focusing on the inevitable challenges that come with collecting and managing client data. Eric is an expert in learning outcomes and the data that provide them- so the main topic of conversation focuses on various methodologies for helping clients unleash the power of their training data and the key role that software plays in this endeavour. Being an employee selection specialist, Charles drives the conversation towards an exploration of how training and hiring data can complement one another.For those listeners who wish to follow Eric and his company’s work:CHECK OUT THE ALPS Ibex product at the 2020 HR Technology Conference and Expo virtual booth:https://app.swapcard.com/event/hr-technology-r-conference-and-exposition/exhibitor/RXhoaWJpdG9yXzE5Nzc2Mw%3D%3DContact/Follow Eric:Dr. Eric A. SurfaceFounder, CEO and Principal ScientistALPS Insights, Inc.2409-107 Crabtree BlvdSuite 304Raleigh, NC, 27604919-706-0716, ext. [email protected]@easphd @ericatehere This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

The pandemic is reshaping our entire world- accelerating changes that were already in the works and creating the need for entirely new and unplanned adaptations.Join Charles and his guest, William Tincup as they explore the impact of the pandemic on humans and the organizations for whom they work (or are attempting to work for).Tincup’s shares his experience from the front lines of recruiting and HR technology during the pandemic.The conversation focuses on a range of topics that are defining the new normal for employers and workers- identifying the trends that are here to stay and speculating on their long term impact. Topics include:The labor market during and post COVID Remote work- including the dream of working remotely from BarbadosTechnological innovation driven by the pandemicThe Human experience at workJoin two dyed in the wool optimists as they find a silver lining and look to how the lessons and pressures of the pandemic will be viewed from the rear view mirror.Follow William Tincup!Podcast- https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5idXp6c3Byb3V0LmNvbS85NTg1MzcucnNz?sa=X&ved=2ahUKEwjajrS57vLrAhVaU80KHagDB-kQ4aUDegQIARAC&hl=enLinked in- https://www.linkedin.com/in/tincup/Twitter- @williamtincupWebsite- https://recruitingdaily.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Interest in and the adoption of Artificial Intelligence (AI) in the talent acquisition space has skyrocketed since 2015. During this episode of Science-4 Hire, Dr. Charles Handler seeks to learn more about how AI-based hiring platforms work- with a specific focus on job matching. Eightfold.AI is doing just that, and much more in pursuit of the company’s core mission to find the right career for everyone in the world. Mihir Ghandi, VP of Strategic Marketing for Eightfold.AI, discusses how AI is being used to match often not-so-obvious skills of applicants’ to open positions with companies worldwide. Mihir provides insight into how Eightfold’s technology identifies corollary skills that may not have fit on the traditional, single-page resume. In tandem with skills definition, Eightfold’s AI is creating calibration profiles for hiring managers to use, making it more effective for them to identify information beyond the core skills outlined within job descriptions.While the discussion goes deep into data and the use of it, there is also discussion around the role of the humans involved. How data is adjusted based on hiring manager feedback, changes to job descriptions, the evolution of skills, and candidates’ stories.The evolution of candidate skills along with the changing needs of organizations is of particular interest as a result of the current job market and the impact of COVID-19. The pair dive into the importance of candidates’ fluidity and need to reskill, or as Dr. Handler refers to it “self-skill", in an effort to expand their opportunities. The use of AI to identify the correlation of skills required for certain positions but that are not explicitly outlined could not come at a better time for TAs and job seekers. Gandhi offers the recently released Talent Exchange, a partnership with McKinsey & Company, which provides companies and individuals free access to this powerful technology. Using their tech to help match those most in need ties directly back into their mission, and democratizes the technology.Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com Interested in learning more about talent acquisition platforms that use AI? Then you’ll want to read Rocket-Hire’s in-depth 2020 Talent Assessment Market Trends Report. Learn more at https://go.rocket-hire.com/assessment-platform-marketRelated Resources Connect with Mihir Ghandi via email at [email protected] Find him on LinkedIn at https://www.linkedin.com/in/mihircgandhiIf you are at a company that is hiring, has recently laid-off employees, have recent graduates to place, or are an individual looking for career opportunities, register at Talent Exchange at https://eightfold.ai/talent-exchange/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

During this episode of Science-4 Hire, Dr. Charles Handler is joined by Betsy Wills, Founder of YouScience, to discuss what some might call a “pre” pre-hire assessment. For decades Wills has been dedicated to helping people manage their careers forward. This session focuses on YouScience’s origin story and the role of assessment as a core pillar of their value proposition. YouScience is all about using self-discovery as an input into a virtual ecosystem that allows users to empower themselves in their career choices.Wills laments about the brief, even laughable suggested career paths that many of us who took the standardized tests like the ACT or SAT provided can remember. The time has come to reimagine a better, more accurate way to guide those entering college or the workforce into careers they were more suited for than the inaccurate inventories that have been hanging around for decades. Betsy began work with ETS (the makers of the ACT) to create an assessment that would help to assess these new college grads based on highly sought “21st-century skills”. The team quickly realized that there was value to be had by both individuals taking the assessment and the employers seeking skilled labor, and so began their pivot. The search for an ideal assessment to power a career discovery engine landed Wills on the Johnson O’Connor Aptitude Test, a well researched and pedigreed, but with many interesting points of differentiation from traditional work-related aptitude tests.So why assess an individual’s aptitude over their interest?Wills provides a summary of key tenants covered in her TedTalk - notably the “boomerang” nature of traditional interest tests. These tests simply repeat back the rote things that individuals tell the test, often leading to no real revelations. Wills explains the differences, the superiority of aptitude tests such as the Johnson O’Connor test. Such assessments measure core aptitudes across a full range of areas (think musical abilities, psychomotor capabilities, etc.) that provide a foundation for holistic self-awareness. YouScience takes testing leaps and bounds further for all that engage with the platform. Their connection to live employment data and listings, college course catalogs, and their recent merger with Precision Exams, a provider of professional certification tools, makes YouScience’s platform invaluable to job seekers at every stage. Over 40K adult users have engaged with the YouScience platform, creating awareness for the benefits it provides. Throughout the episode, Wills offers listeners insight into how our individual aptitudes play a role in how to best engage coworkers, finding fulfillment outside of the office through the right personal past-times, and understanding what to steer clear of in and outside of the workplace.Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com Access free resources and reports by Rocket-Hire. Download our most recent research including our Covid-19 Talent Acquisition Benchmarking Report at https://go.rocket-hire.com/covid-19-report. Learn more about our upcoming, in-depth Talent Assessment Market Trends Report at https://go.rocket-hire.com/assessment-platform-marketRelated Resources Connect with Betsy Wills on Instagram at https://www.instagram.com/betsywills/Find her on LinkedIn at https://www.linkedin.com/in/betsywills/Check out her passion project, Art Stormer at https://artstormer.com/author/artstomer/Watch her TedTalk “The Science of Aptitudes” at https://www.youtube.com/watch?v=wp4n2HiU938 Interested in taking your own aptitude assessment?Save 50% by using promo code DISCOVER50 at https://www.YouScience.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Dr. Charles Handler welcomes former Davidson College classmate John “Buck” Bradberry. Bradberry serves as the Managing Partner of EP Labs. Had his band “The Blue Dogs” hit it big after graduation, the path that led Bradberry through 30 years of organization and executive development work, might have been very different. When life as a bluegrass musician didn’t pan out for Buck, he went on to put his Masters in Psychology from the University of Richmond to good use working with consulting firms, a major financial institution (that was later acquired by Wachovia), along with other stops along the way. Throughout his career, Bradberry had worked to improve the performance metrics of executives and management teams, but it was his work with entrepreneurs and early-stage companies that was most appealing. During which he identified the most common characteristics among those at the helm of successful ventures. He published his findings in the book “6 Secrets to Startup Success: How to Turn Your Entrepreneurial Passion Into a Thriving Business”.Bradberry’s model of Entrepreneurial Talent focuses on three core areas:ReadinessFitPerformanceThe work done on this model, along with contributions from his team at EP Labs, evolved into the creation of the ECCP (Entrepreneur Characteristics Core Profile). The ECCP is an assessment tool that assists entrepreneurs and/or management team members to gain a holistic understanding of their strengths and weaknesses and to identify and focus on the one single area of improvement that will allow them to develop forward.Bradberry debunks the idea that successful entrepreneurs are all “superhero, off the charts, bold thinkers, like Elon Musk”. In reality, his research has shown that resilience, confidence, and risk-tolerance play more of a role in achieving success. Bradberry adds - “Staying power is key. Building a successful venture takes longer than you’d hoped, costs more than you expect and ratchets up the stress level.”Beyond this, the episode provides many discussion points about the intersection of assessment and entrepreneurial success.Science 4-Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com Related ResourcesFollow John Bradberry on Linkedin - https://www.linkedin.com/in/johnbradberry/Learn more about EP Labs - http://eplabs.co/ Explore the ECCP - https://learn.startupclarityproject.com/courses/the-startup-clarity-projectOrder the Book - https://www.amazon.com/Secrets-Startup-Success-Entrepreneurial-Thriving-ebook/dp/B01N5FGKMB/ Read more on Icarus Qualities - https://www.readyfounder.com/2011/01/icarus-qualities-5-essential-traits-that-can-endanger-your-venture/ Jam out with some bluegrass - https://www.bluedogs.com/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

During this special edition of Science 4-Hire, Dr. Charles Handler is joined by Caroline Stokes. Stokes is an author, Certified Executive Coach and the CEO & Founder of The Forward Company, an executive recruiting and coaching firm. Stokes has over 20 years of hiring and headhunting experience for major corporations around the world. Her experiences lead her to write the book “Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company”, and to create a company that incorporates a more humanistic approach to the executive hiring game.Handler and Stokes have an entertaining and informative discussion about the changing mindset among talent acquisition professionals due to the pandemic. The conversation centers around the increased importance of Emotional Intelligence for survival in today’s uncertain climate. The dialogue explores the changes that Handler and Stokes have already witnessed across industries and individuals, and how to apply Emotional Intelligence to improve one’s state of mind now and beyond the crisis.Stokes outlines the key traits required for survival are a positive mindset and productivity. The #1 trait being Flexibility, followed closely by: Optimism, Gratefulness, Calmness, Compassion, and Respect. Prior to the pandemic, these were more likely to be “nice to have” characteristics for both candidates and recruiters. As employers fight each other to attract talent, Stokes advises them to “up” their level of service. Candidates, like everyone, are looking for warmth in their interactions. Friendly and thoughtful is no longer above and beyond during the candidate experience - it’s expected. Stokes also offers words of wisdom on ways to thrive during a crisis. While the advice is meant for talent acquisition pros, job seekers, and company executives, the tips are helpful to anyone struggling with life as we know it now. She layers lessons in adaptability borrowed from improv, yoga, psychology, and other areas. But it's an adage shared by Dr. Handler that implies how we should all be handling our current situation: "Blessed are the flexible because they never get bent out of shape.”Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com Related Resources@propodcastingservices Is there any chance we can update the related resources at the bottom of the speaker post to include the full URLs for each? If so, I have pasted the text to go in below:Follow Caroline Stokes on Linkedin - https://www.linkedin.com/in/ocarolinestokes/ Learn more about The Foward Co. - https://www.theforward.co/Follow Caroline Stokes on Twitter - https://twitter.com/ocarolinestokes Buy the book “Elephants Before Unicorns” on Amazon - https://www.amazon.com/Elephants-Before-Unicorns-Emotionally-Intelligent/dp/1599186586 Watch Caroline’s Ted Talk - “Why an Emotionally Intelligent Company Impacts Growth” - https://www.youtube.com/watch?v=cPmoC506_cM This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Dr. Charles Handler is joined by I/O Psychologist, Dr. Eddie Jerden, People Scientist with behavior change technology company, Humu. Jerden has worn many hats over his 20+ years in the talent assessment space with roles in R&D, validation studies, performance management, and selection work. He’s worked with AT&T, Hogan Assessment Systems, DDI and recently added his experience to the team at Humu.Humu, a behavioral change technology firm, is the brainchild of Google’s former People Ops executive, Lazlo Block, along with former Googlers Jessie Wisdom and Wayne Crosby. The platform draws inspiration from the concept that small “nudges” or cues can help people to make better choices, and are most effective when presented at the right time and in the right manner based on the individual. Through the use of AI, machine learning, and a host of distribution methods, companies can prompt their people toward a more productive, even happier existence. Jerden digs into how the inability to accurately measure the impact of implementation within the I/O psych space was a “gap” in his previous work but serves as a core function of the Humu platform.Throughout the podcast, Jerden provides insight into:The use of signals or “choice architecture” to improve productivity;The mechanics behind Humu’s “Nudge Engine”;The three elements of any effective prompt;And how data is used to measure AND “make work better”. People management (also referred to as Human Capital Management) has no shortage of technology platforms, but Jerden makes a compelling case that providing managers with a tool that goes the extra mile to personalize the employee’s experience makes all the measurable difference toward organizational performance, retention, individual happiness, inclusion, and innovation.Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com Related ResourcesFind Eddie Jerden on LinkedinLearn more about Humu at https://humu.comFollow Humu on Twitter - @humuinc This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode, Dr. Charles Handler chats with fellow I/O Psychologist, Dr. Neil A. Morelli, VP of Product and Assessment Science for Berke. Neil specializes in talent acquisition, data science, and product development, but has a special affinity for entrepreneurs.During the discussion, they dig into the comparisons that can be drawn between those who pursue a career in I/O psychology with those who have (what can best be described as) an “entrepreneurial spirit”. The most prevalent being the shared focus on innovation and creative thinking; and how experimentation and seeking solutions is a trait that has a great deal of overlap between the two pursuits. Neil, who has been an active supporter of I/O psychology entrepreneurs, also extends an invitation to a special event taking place during SIOP 2020 - I/O Entrepreneurs Networking.During I/O Entrepreneurs Networking (a new addition to the SIOP schedule), Morelli encourages anyone interested in I/O entrepreneurship, independent consultants (or aspiring ones), those with product ideas, or those interested in meeting others in the I/O space to meet like-minded professionals.In addition to networking, the event will feature an informal showcase of I/O-created businesses. This “startup village” will allow interaction between those aspiring to build their own products and solutions with others who have or are in the process and willing to show their progress. SIOP 2020 - I/O Entrepreneurs Networking Event DetailsDate / Time: Thursday, April 23rd from 5:00 to 6:00 PMLocation: Room 305 of the JW Marriott (host hotel)Interested in showcasing a product? A few spaces are still available. Contact Neil via email at [email protected] to have your I/O product considered for the showcase. The pair goes on to discuss the factors that are leading to the shift in more I/O’s embracing and implementing more entrepreneurial efforts to the benefit of the companies they work for (or to embark on their own endeavors). Before joining Berke, Dr. Morelli served as the Head of Product and Selection Science for The Cole Group, an executive search firm serving high-growth technology companies. He has also worked for an early stage, web-based assessment company and as a talent management consultant for Fortune 500 companies including Georgia Pacific, Wal-Mart, Bridgestone Tires, and Texas Instruments. Dr. Morelli received his Ph.D. in I-O Psychology from the University of Georgia and his M.S. in I-O Psychology from the University of Tennessee at Chattanooga. His research interests include technology-enabled recruitment and assessment and he has authored several articles and book chapters in a variety of peer-reviewed publications.Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on Rocket-Hire, visit https://rocket-hire.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

With over 660 million members, LinkedIn has access to the global workforce and related data like no other platform in history. The platform and its evolution have been a game-changer for both job seekers and talent acquisition professionals.In this episode, Daniel Maurath, I/O psychologist, and Senior People Analytics Consultant at LinkedIn discusses LinkedIn’s core mission to “Create Economic Opportunity for all members of the global workforce” and how the data provided by members is core to the evolution of the platform. Maurath also speaks to the significant role data plays in identifying trends that provide LinkedIn with the insight needed to evolve their product offerings. Daniel relates that the top 3 trends trends identified through member surveys and data include: Low unemployment is resulting in a sellers marketRapid skill changes are requiring reskilling at an increasing rateEmergence of the “purpose economy” (where work is all about passion and purpose) resulting in a need for companies to change their approach. We also discuss the launch of (and plans for) LinkedIn’s Skills Assessments in September 2019. This new offering provides individuals with an opportunity to showcase their skills to employers. This is LinkedIn’s first step in credentialing, but they have also highlighted this as an area of future growth - so stay tuned.LinkedIn’s never ending quest to reduce the friction between job seekers and employers is core to this episode. Maurath provides listeners with a look inside the behemoth’s current and future efforts to invest in data, analysis and the people who understand both, and the impact this combination will have on the future of work.Science4Hire is brought to you by Rocket-Hire - your partner for launching successful talent assessment strategies and solutions. For more information on how Rocket Hire, visit https://rocket-hire.comRESOURCESURL for Podcast Page on RH - https://rocket-hire.com/podcast/linked-into-the-workforce-i-o-psychologys-role-linkedinDaniel’s LinkedIn Profile - https://www.linkedin.com/in/danielmaurath/I/O PsychologistSkills Assessment Launched - https://blog.linkedin.com/2019/september/17/announcing-skill-assessments-to-help-you-showcase-your-skillsHow he went to work for LI?Formerly Talent Insights, which became People AnalyticsData is one area (reporting, dashboarding)Research area (bigger projects that drive major changes to the platform)HR, Benefits, CompensationFormerly worked with the Product Team to make better LinkedIn660 Million MembersReed Hoffman Quote: “Data only exists within the framework of a vision you’re building to, a hypothesis of where you’re moving to.” This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In this episode, Dr. Charles Handler chats with friend and colleague, Dr. Steven Hunt of SAP, an Industrial-Organizational psychologist and recognized expert on strategic human resources. Dr. Hunt has made a career focusing on the use of technology to create more effective workforces.This episode explores the intersection between technology, human performance, and business performance. The conversation focuses on using technology to tie micro and macro-level data together in order to provide a more complete view of the value of humans to strategic, organization-level metrics.Dr. Hunt explains that true shifts in business success requires understanding how workforce composition impacts organizational performance. Typically organizational performance is evaluated using data from key functions such as sales and marketing and does not give people data a seat at the table. Recent progress in technologies such as that provided by Dr. Hunt’s employer SAP, facilitate the integration of HR systems with business systems (such as those supporting sales, marketing, supply chain, etc.).Hunt explains that tying people data to business data is the only way to elevate staffing to be more strategic. Systems that integrate HR data with business data will provide a critical foundation for the change by challenging leaders to think about people differently. Conversely- both Drs. Hunt and Handler agree that this shift will also require I/O and HR professionals to understand business data and how to mesh it with people data.Dr. Hunt has over 25 years’ experience designing systems for a variety of human capital management applications including performance management, staffing, employee and leadership development, culture change, workforce analytics, and succession planning. He is also the author of two books on HR process design and implementation: 'Common-sense Talent Management: Using Strategic Human Resources to Increase Company Performance' and 'Hiring Success: The Art and Science of Staffing Assessment and Employee Selection.'As always, this edition of Science4Hire is brought to you by Rocket-Hire!Rocket Hire is your partner for launching successful talent assessment strategies and solutions. For more information on how Rocket Hire can help you and your organization, contact us to schedule a time to discuss your company's challenges. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

During this Science4-Hire episode, Dr. Charles Handler mashes up his rabid football fandom and his passion for employment testing to discuss the NFL’s Player Assessment Test (or NFL-PAT) with the I/O psychologists responsible for creating and maintaining it.Implemented in 2013, the NFL-PAT is an hour-long, computer-based test measuring a wide range of traits and competencies directly related to a player’s on- and off-the-field performance. Special guests and creators of the NFL-PAT, Drs. Harold Goldstein and Charles Scherbaum of Baruch College and Dr. Kenneth Yusko of the University of Maryland, provide a detailed rundown of the strategy behind this state of the art assessment, the work put into creating it as well as the incredible results it has delivered.This discussion is the perfect blend of sports and science, offering loads of insight that will entertain any football fan while sharing general truths required for success with any talent assessment program.Interesting points covered include:-The historical, strategic factors behind the initiative-The luxury of having access to a treasure trove of player data-Expanding the job performance criteria to include off the field measures-Creating specialized assessment content that is context-specific for football-How the NFL actually uses the program and the value that it has created.Finally, we discuss the success of the NFL-PAT assessment, and how other any company can leverage the best practices used by the NFL to up their hiring game. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

David Hain is the guest for this discussion of scaling and growth for the HR technology and talent assessment industry. Mr. Hain currently serves as the Managing Partner of Gotham Growth Group, and previously served as the Chief Executive Officer and Chairman of the Board of HR Technologies, Inc.Mr. Hain is a highly energetic and successful business leader with diverse experience driving profitable growth in challenging, competitive, and volatile customer markets. His firm provides outsourced corporate development all focused on growth and providing clients the ability to allow clients to leverage existing investments in intellectual property, technology and channels of distribution into rapid, profitable, and sustainable growth in new or existing markets.Highlights from this episode include:A discussion of how investors view the assessment spaceFiguring out how to make assessment a viable commodityThe need for talent assessment technology to straddle science and the business of technology to create solutions that companies need.What companies are doing to overcome the issue of the fragmented candidate journey.The trick to scaling assessments This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Dr. Charles Handler is his own featured guest this week, as he gives us his own professional background before expounding on what he sees coming for next year.Dr. Handler discusses his take on important trends by answering a series of questions, including:1. What is the biggest shift we are seeing in employment testing as we move into 2020?2. What concerns Dr. Handler most in 2020?3. What do consumers of talent assessments really want?4. What will 2020 bring in terms of AI based assessments?5. What is the business outlook for talent assessments in 2020?6. What would Dr. Handler’s advice to a company looking to add talent assessment to it’s hiring workflow in 2020? As always, this edition of Science4Hire is brought to you by Rocket-Hire!Rocket Hire is your partner for launching successful talent assessment strategies and solutions. For more information on how Rocket Hire can help you and your organization start 2020 on the right foot, visit our site: https://rocket-hire.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

This episode takes the listener on a journey through some fascinating topics- All of which tie back to human nature and the world of work. Our guest star is Tomas Chamorro-Premuzic an organizational psychologist who is currently a professor of business psychology at University College London (UCL) and Columbia University, as well as the Chief Talent Scientist at ManpowerGroup.We discuss Tomas’ book "Why Do So Many Incompetent Men Become Leaders? (And How to Fix It)." from the perspective of humans and their relationship to work and organizations. It is clear that the world of work represents a complex dynamic between individuals and organizations. When looked at from the dark side- this interplay can lead to waste in the form of unhappiness and poor economics. This dialogue provides a really interesting foundation for a subsequent discussion of the future of assessment. The focus turns to assessment at scale and the many issues that play into a future where personal data provides trait based insights without the use of a traditional assessment. A focus on the economics of assessment at scale provides some unique and fascinating insight into the future of assessment as a discipline AND a business.At the end of the day- the hidden treasure in accurate, ethical assessment at scale lies in the ability to increase productivity through helping humans find jobs that align with their talents and interests.At scale such matches will provide new levels of personal and economic enlightenment and drive a new age of prosperity! About Tomas Chamorro-PremuzicTomas is one of the founders of Meta, a company that creates data-driven tools to help corporations identify employees and leaders with entrepreneurial talent.He also serves as a consultant for both the private and public sectors, with clients that have included JP Morgan, Goldman Sachs, HSBC, Prudential, Unilever, the British Army, the BBC, Twitter, Spotify, and Harvard’s Entrepreneurial Finance Lab. He is the director of the MSc in Industrial-Organizational and Business Psychology at the University College London (UCL), having previously co-run the MSc in Occupational Psychology at Goldsmiths, University of London. He has also previously taught at the London School of Economics and New York University. He is the author of the column Mr. Personality, which appears regularly on Psychology Today, and contributes regularly to the Guardian, Fast Company, Management Today, Forbes, and Harvard Business Review. In February 2015, Dr. Chamorro-Premuzic assumed the role of CEO at Hogan Assessments after spending two years as the company's vice president of research and innovation. The company provides personality assessment services that corporations can utilize for hiring and training purposes.Find the original article, Tomas' book is based on here: https://hbr.org/2013/08/why-do-so-many-incompetent-menAnd grab a copy of the book yourself here:https://www.amazon.com/Why-Many-Incompetent-Become-Leaders/dp/1633696324 This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Can you "teach" consulting?How do the masters learn?What are the universal truths and secrets to success? These are the fundamental question that Dr. Van Latham answers with Dr. Charles Handler in this episode. There has traditionally been no real training for consulting skills. Most of us have learned via experience and many mistakes! There are some central themes that represent tricks of the trade.In this episode, two highly experienced consultants offer words of wisdom to those interested in building consulting careers.Dr. Latham also shares information about the consulting program he teaches at the University of Texas at Dallas.This episode is a must listen for anyone who is looking to up their game when solving problems for clients. Van M. Latham is an Industrial/Organizational psychologist specializing in Human Resources management. Dr. Latham works in all areas of Human Capital, but is known primarily for his work in organizational and leadership development. At PathPoint, he has helped businesses improve organizational capability and performance through effective people practices. He has consulted with some of the world's most recognizable companies and brands, such as American Express, AMD, Ashland, Biogen Idec, CVS/Caremark, Dollar General, Ernst & Young, Foot Locker, Harvard University, Hershey's, Hubbell, Lenovo, McGraw Hill Financial, Marriott, Paychex, PepsiCo, SAP, and Thermo Fisher Scientific.From the launch of his own consulting practice to his work with the University of Texas at Dallas as part of their Organizational Consulting Certificate program, Dr. Latham is the dynamic personality with a wealth of experience to share with listeners, no matter where they are in their own consulting journey.Find more about Dr. Latham and his work at these links:https://pathpointconsulting.com/https://obcc.utdallas.edu/organizational-consulting-certificate/ This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

This episode’s guest is Kevin Wheeler, Founder, and Chairman of the Future of Talent Institute. Kevin is a futurist and a true thought leader whose personal brand brings to the party a practical but future-forward blend of wisdom.Kevin brings a really strong foundation in understanding the role talent will play in shaping the future business landscape. It is through the lens of a hybrid futurist- realist that Kevin discusses his views on how assessment fits into the big picture. In this episode, Kevin shares his views on the state of recruiting and talent assessments 10 years from now.According to Kevin, there is a utopian view that AI will take over the need for human intervention in hiring. His view does not align with this. Rather Kevin feels that 10 years the view will not be radically different than it is today. Instead we will see a more evolutionary change that will be subtle and consist of augmentation as opposed to redefinition.Kevin feels that 10 years from now there is no way we will not be able to push a button and deliver the perfect candidate. Instead, using systems to quickly settle on a shorter list of candidates that are better qualified is more realistic. In fact, the entire hiring experience will be streamlined to be simpler and easier- with administrative tasks being handled by the machines freeing up humans to do what they do best.I asked Kevin, “How his clients feel about the AI based TA tools available today? Are they afraid or excited?” Kevin’s reports that his clients are confused, skeptical and scared. They do not know if the technology that is being advertised is for real. They also fear that tech tech may take their jobs someday. Most recruiters don’t trust the black box of AI. They need better education about what the tech is really doing.When it comes to the practicality of advanced tech’s role in the hiring workflow, Kevin’s clients generally show that we have a long way to go. This is because, despite the hype, the reality is that even though there are some cool tools out there, they still have to exist within a big-picture process and workflow. Typically getting new tools to play well with existing legacy systems is an exercise in frustration. Putting an exciting tool into a process that is not its equal can create a log jam that keeps the value of the new tech from being realized.According to Kevin- There are 3 key areas where AI is going to lead change over the next 10 yearsSourcing- Finding candidates will be much easier via the assistance of AI. We already see this trend, but in the next 10 years, the sourcing function will become both more automated and more accurate.Assessments- Humans are complex and assessments don't tell the whole story. We are a long way from being assessed by AI alone. Insights can be delivered via AI and the most basic level can be automated, but blindly expecting AI to radically change assessments in 10 years is foolish. The biggest change will be the increased use of work samples that are augmented by AI.Chatbots- Chatbots and assistants in the here and now are not really too capable, in 10 years we will have very capable assistants to help us. This will mean that applying for a job will be a much better experience for candidates. We all want a good human experience. By removing the admin layer AI can help stuff will free up TA to provide the human experience candidates want.Yes, we will still have assessments in 2028, they will be easier to use and will provide a smoother, more realistic experience for candidates and TA. But beware the danger of over-relying on AI to come rescue us. Kevin is confident that we won’t be getting a magic button to deliver the perfect employee anytime soon.Kevin leaves us with the ideal strategy for the next 10 years (and beyond)- “Question everything!”Kevin Wheeler is the Kevin started FOTI out of his passionate belief that organizations need a more powerful and thoughtful architecture for talent than they have at present. After a 25 year career in corporate America serving as the Senior Vice President for Staffing and Workforce Development at the Charles Schwab Corporation, the Vice President of Human Resources for Alphatec Electronics, Inc. in Thailand, and in a variety of human resources roles at National Semiconductor Corporation, Kevin has firsthand knowledge of the need for better strategies and approaches to finding, developing and retaining people. Kevin is a globally known speaker, author, teacher and consultant in human capital acquisition and development, as well as in corporate education. He is the author of numerous articles on human resource development, career development, recruiting, and on establishing corporate universities. He is a frequent speaker at conferences. He writes a weekly Internet column on recruiting and staffing, which can be found at www.ere.net, and he and Eileen have written a book on corporate universities, The Corporate University Workbook: Launching the 21st Century Learning O

In this episode Dr. Handler & Dr. Fred Oswald- past president of SIOP and scientist extraordinaire discuss a range of topics related to the past, present, and future of employment testing.The discussion starts with the foundational reasons employment testing exists- immutable things such as the value of measuring individual differences. The discussion then turns to innovation in the field of personnel selection and the application of new concepts shaping the future of testing such as the “open science” movement.Dr. Oswald shares his thoughts about who will shape the future of testing- will it be applicants’ demands for a consumer grade experience when applying for a job, technology companies, or I/O psychologists?Finally- Dr. Oswald shares details of the research he is currently conducting. Dr. Fred Oswald is a Professor in the Industrial/Organizational Psychology program within the Department of Psychology at Rice University. He recently served as the president of the Society for Industrial and Organizational Psychology (SIOP). With more than 8,000 average annual members, SIOP is the world’s largest professional organization for industrial and organizational psychologists. His expertise deals with personnel selection and psychological testing in organizational, education and military settings. Dr. Oswald’s work deals with defining, modeling and predicting societally relevant outcomes from psychological measures that are based on cognitive and motivational constructs. The conversation ranges across both Dr. Oswald's predictions, but also the state of the industry today.Learn more about Dr. Oswald and his work at http://workforce.rice.edu or email him at foswald(at)rice.edu This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

This episode looks at assessments from the perspective of a talent acquisition leader and asks the question-- Do talent acquisition leaders really care about assessments?http://talentgrowthadvisors.com/ According to Linda- understanding the space given to assessments by talent leaders requires that one really understands what keeps them up at night. Unfortunately, the answer to this question is not a simple one. Pain points in the hiring process are often the result of many factors converging in a “perfect storm”. Placing all the blame on one component (i.e., ATS, assessment, background check, etc.) will not fully remove the pain. In many cases the TA process and workflow is like Frankenstein’s monster- a bunch of stitched together parts moving awkwardly together. Fixing challenges faced by TA leaders requires a holistic evaluation that applies a supply chain mentality to the entire process and its components. When one considers all of the various moving parts that are needed to create a successful hiring process- assessments far from the first thing that comes to mind.To succeed with an assessment program- one has to embrace the fact that a good hiring process is much bigger than just putting a good assessment in place. So what part of the big picture is giving talent leaders fits?According to Linda- it starts with our current labor market. It is a candidate’s market right now and the simple fact is that the supply of talent cannot keep up with demand. This is the lens through which a talent leader sees assessments.With candidates in short supply- you have to make sure you are attracting talent, not repelling it. This calls for a focus on brand management. The standard method for recruitment brand management has been an employment page with stock photos and videos that all end up looking the same.In today’s market - a targeted, differentiated approach to branding is a must. Talent leaders be creative and resourceful enough to find ways to target ideal candidates and surprise and delight them. Every decision about what goes into the process and how it is packaged is a balancing act that requires leaders to make decisions that will not upset and repel prospective applicants.This message sounds like really bad news for those pushing for assessments, but it is far from a death knell. One just has to respect the fact that he labor market shapes the box that assessments must fit in when it comes to engaging talent leaders. Any assessments used must not disrupt the apple cart when it comes to attracting talent and compelling them to complete your application process.So what are the rules exactly?From an operational standpoint- the assessment has to fit a supply chain mentality. It must be tightly integrated into the process and the right data must be delivered to the right place at the right time. From a candidate perspective - there must be a compelling reason for the assessment, the assessment must be short, and it should speak to the uniqueness of the employer’s brand.Even meeting the above criteria does not guarantee the acceptance of an assessment into the workflow. Ultimately- it boils down to the role itself, what the competition is doing, and the difficulty faced in filling openings. Assessments definitely have a fighting chance in today's market- but require a realistic view on the context in which they must work and the ability to adapt to its constraints.Linda Brenner is the Managing Director and Founder of Talent Growth Advisors, based in Atlanta. She’s passionate about defining what “good” looks like and taking concrete, measurable and staged steps to get there.Find Linda and her organization at https://www.linkedin.com/company/talent-growth-advisors or at https://talentgrowthadvisors.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com