Psych Tech @ Work

“I really see the technology as a driver of user friendliness of assessment in the future and because people don't have time anymore to sit down for many hours and do writing samples and take personality tests of 300-500 questions.”-Georgi YankovSummary:In this forward-looking episode of Science 4-Hire, I welcome Georgi Jankov, a fellow IO psychologist and futurist. We take a dive deep into the innovative intersections of AI with psychometric measurement and managerial/executive assessment. The episode focuses on how AI and machine learning are currently being applied to revamp traditional assessment processes, predicting significant shifts in the landscape of talent evaluation and development.Georgi and I discuss the transformative potential of AI in making assessments more efficient, personalized, and scalable, highlighting the move towards more interactive and immersive methods, such as the use of holograms for role-plays and simulations in assessment centers.The conversation also addresses the ethical dimensions of integrating AI into human-centric processes, stressing the importance of balancing technological advances with the intrinsic value of human judgment and empathy. We discuss how we both stand firm in our convictions about the necessity for IO psychologists to adapt and collaborate with AI. Agreeing that, to enhance the quality and reach of assessments, we cannot compromise the personal touch that is crucial to understanding human behavior and potential.Key Takeaways:Revolutionizing Assessments with AI: AI and machine learning are set to transform the efficiency and scope of psychological assessments, making them more adaptable and insightful.Interactive and Immersive Techniques: Future assessments may utilize holograms and virtual reality, providing richer, more contextual evaluations of candidates.Ethical and Human-Centric Approach: Despite technological advancements, maintaining ethical standards and human empathy remains paramount in assessment processes.Collaboration Between Psychologists and AI: The future of assessments lies in the synergistic collaboration between IO psychologists and AI technologies, leveraging the strengths of each to enhance talent identification and development.Predictive Analytics and Personalization: AI's ability to analyze vast datasets will enable more personalized feedback and developmental insights, tailoring the assessment process to individual needs and potentials. 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

Mary Ellen Slayter: "AI is a race to the middle. Generative AI content is, by my definition, mediocre."In this episode I take a bit of a departure from the world of hiring to talk with my long time friend, Mary Ellen Slayter, the founder of Reputation Capital, a top notch digital content marketing firm.Don’t be afraid of the fact that we do not talk about hiring. In this day and age creating great content is a critical skill for any professional, so don’t miss this opportunity to learn from the best!Mary Ellen and I have a ton of fun exploring the evolving landscape of content marketing in the age of AI. Mary Ellen, with her rich background in journalism and content marketing, delves into how AI tools like ChatGPT are impacting content creation and thought leadership. Mary Ellen discusses the shift in content marketing strategies, the role of AI in generating and refining content, and the challenges of maintaining originality and quality in an AI-saturated environment.The conversation also touches upon the importance of human creativity and critical thinking in the face of AI-generated content. Mary Ellen emphasizes the need for thought leadership that provokes public debate and reflection. The discussion further explores the use of AI in various stages of content creation, from ideation to final output, and how professionals can leverage AI without losing their unique voice and perspective.Key Takeaways:AI's impact on content creation and the challenge of maintaining originality.The importance of human oversight in AI-generated content to ensure quality.Strategies for effective thought leadership in an AI-dominated landscape.Practical tips for using AI tools in content marketing without compromising uniqueness.The evolving role of content creators and marketers in the era of AI and automation.Listeners will gain valuable insights into the integration of AI in content marketing, strategies for maintaining authenticity, and the future of thought leadership in the digital age. 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

"Personnel selection is shaking on its foundations. Lots of the assessments that we have, that we do, suddenly we're not quite sure if they're still as effective.” “I feel as if now it's starting to become the responsibility of organizations who are hiring to make sure that people are using it (Chat GPT) in the same way so that that they can clearly state, “This is how you can use Chat GPT or cannot use Chat GPT” -Djurre Holtrop “From what I've seen, not many talent acquisition teams that I've encountered have really thought carefully about what they what message they wanna send to candidates about the use of technology. And I I think one one concern I do have is if the reaction to it is, “Oh, we've gotta monitor everything.” I just worry about the candidate experience impact that will have.” Patrick Dunlop Summary:In this episode I host Patrick Dunlop from Curtin University in Perth, Australia, and Djurre Holtrop from Tilburg University in the Netherlands, discussing the evolving role of AI in hiring and personnel selection and their research into the use of ChatGPT by job applicants.We traverse across three continents, bringing together two interesting foods, Vegemite and Stroopwafles as well as global insights on the use of AI in the hiring process. Together myself, Dunlop, an organizational psychologist, and Hultra, an assistant professor with a background in assessment psychology, delve into the practical and ethical implications of using large language models like GPT in job applications and recruitment.The conversation explores how AI is reshaping traditional hiring processes, with a focus on my guest’s research into the use of AI in enhancing cover letters and the potential biases and ethical considerations that emerge. The guests share insights from their ongoing research, including the impact of AI on candidates whose primary language is not English and how organizations might need to adapt their selection processes in response to technologies such as Chat GPT.. The episode also touches upon the future of AI in hiring, contemplating the balance between technological advancements and maintaining fairness and inclusivity in recruitment. Key Takeaways:AI is significantly changing organizational selection systems, particularly in enhancing application materials like cover letters.Research into the use of LLMs in the hiring process is critical, but is difficult because of how fast things are moving.We can all agree that LLMs and GPT are going to create seismic shifts in hiring, but the “how remains unknown”Insights from different continents show a diverse understanding of AI's role in hiring and its broader implications.So listen in and you will gain a comprehensive understanding of the impact of AI on global hiring practices, along with practical insights and future prospects in the field of AI and personnel selection. 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

“When GPT 3.5 came out. I was like, oh my gosh, we don't need to train the AI anymore! We just need to prime it. It's so similar to psychology! Instead of programming and language, we'd do it in English.”In this episode of Science 4-Hire, I chew the digital fat with Dr. Matt Barney, founder and CEO of XLNC, a company that is using AI to create the future of leadership coaching.Dr. Barney and I laud the transformative role of AI in talent development and assessment. Dr. Barney, with his profound expertise in IO psychology, AI, and leadership development shares insights from his journey in integrating these domains. Dr. Barney and I share the same passion for “distributed:” interventions such as assessment and coaching. By distributive I mean the on-demand, and on-going delivery of relevant information for measuring and improving performance. We talk about how, with this modality, the world we live in becomes a measurement and feedback session, liberating people practices from the confines of any one specific location or situation.The discussion covers the evolution of AI from a tool requiring extensive training to one that can be effectively primed for diverse applications using plain old human speech or writing. We look at this phenomenon through the lens of leadership development and coaching.Dr. Barney articulates the challenges and breakthroughs in AI, particularly focusing on generative AI's impact on talent development and coaching. He describes his innovative approaches, like his LeaderAmp platform and his recently created “CialdiniBot”, in which he has created a digital persona of renowned social psychologist and master in the science of persuasion, Robert Caildini. The CialdiniBot is a living example of the possibilities that are available when we blend psychological insights with AI for more effective and powerful leadership and persuasion training at scale.The episode goes beyond technical discussions, delving into the humanistic and ethical considerations of AI application in talent development. Dr. Barney's unique blend of IO psychology expertise and AI innovation offers listeners a glimpse into the future of talent development and assessment, where AI not only enhances efficiency but also ensures ethical and human-centric approaches. Key Takeaways:Listeners will gain a comprehensive understanding of the current state and future possibilities of AI in talent development, along with practical insights into the integration of AI with IO psychology principles.Specifically how to use LLMs that integrate AI with IO psychology to create effective leadership training and assessment at scale via coaching personas.The importance of trustworthy and explainable AI in ethical talent development practices.Future prospects of AI in transforming talent assessment and development processes- including how LLMs are making the future possible.Follow Dr. Barney by visiting his website XLNC.co or by finding him 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

Investigative journalist Hilke Schellman discusses the ethical challenges and impact of AI in hiring processes. Topics include limitations of AI tools, importance of transparency and job-relatedness, challenges faced by job seekers, and the role of AI in writing and interviewing.

“When you're a linguist, especially a syntactician, when you look at language, it's kind of different from how other people look at language. You kind of see the structures under it, kind of have this x-ray vision, right, of of what's going on under the hood.” - Karin Golde, Founder of West Valley AI.In this awesome and inspiring episode of Science 4-Hire, Dr. Charles Handler engages in an enlightening conversation with Karin Golde, Ph.D, founder of West Valley AI and a Silicon Valley AI veteran. Karin does an amazing job of laying down a solid foundation for the conversation with this truism: “I think is one of the most tricky parts about AI is dealing with language data.”From here Karin, with a background in linguistics and extensive experience in leading AI data teams, delves into the evolution of AI, its implications, and ethical considerations in data sourcing and model training. From this foundation the discussion orbits around the intriguing intersection of artificial intelligence and industrial-organizational psychology, particularly focusing on high-tech use cases related to AI and hiring.Key Takeaways:AI Evolution and Language Data: Karin illustrates her journey from studying theoretical syntax and semantics to leading AI data teams. She emphasizes the tricky parts of dealing with language data in AI and how the evolution of AI has shifted from understanding the structure of language to more sophisticated generative AI models.Ethical Considerations in AI: A significant part of the discussion revolves around the ethical concerns related to the sourcing and labeling of data for AI. Karin sheds light on the often overlooked human labor aspect, highlighting issues like low-wage labor, the quality of data, and the potential psychological impact on workers involved in tasks like toxicity classification.AI and IO Psychology Intersection: The conversation explores how AI can be leveraged in IO psychology, particularly in deriving insights from text and evaluating qualitative data. Karin suggests the potential of AI to scale and refine the process, though with an emphasis on the need for expert oversight to ensure quality and ethics.Future of AI in Hiring and Talent Assessment: The episode touches upon the future possibilities and challenges of integrating AI more deeply into hiring processes and talent assessments. Discussions include the potential for creating more efficient systems while also acknowledging the need for robust ethical frameworks and data quality standards.Visit West Valley AI's website westvalley.ai to learn more about Karin Golde's work.Reach out to Karin on LinkedIn or via email at karin@westvalley.ai for wisdom on AI applications in HR tech or people analytics. 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

Christina Norris Watts, Head of Assessment and People Practices at Johnson & Johnson, discusses the integration of AI in HR and the ethical considerations surrounding it. They also touch upon the value of science in HR, the challenges of aligning company values in assessments, and share their worst job experiences. The chapter on ethical considerations emphasizes the importance of transparency and fairness in building hiring systems.

People analytics is not just for psychologists anymore!"I think that not only will people analytics be the decision maker themselves. In the future, I actually think people analytics will be what HR is."–Cole Napper on People AnalyticsMy guest this week is Cole Napper, IO psychologist extraordinaire, People analytics thought leader, and inspirational podcast host.In this fun filled episode I take a page from Cole’s playbook and loosen my collar, clearing the air for super engaging personal stories interwoven with thought leadership about creating a new era for people analytics.We discuss a range of topics, including Cole's background from Louisiana, his experience at Louisiana Tech's IO Psychology PhD program, and his role as VP of People Analytics at Orgnostic.. Cole is also a co-host of the Direction Correct podcast about People Analytics and is dedicated to creating a future where people analytics and technology combine to have a positive impact on business outcomes and happiness at work.. The episode covers various aspects of people analytics, its role in business, and its intersection with technology and AI. Additionally, they touch upon current issues like COVID-19, its impact on the workplace, and the future of people analytics in HR.Topics Discussed:Introduction to Cole Napper: Cole's Louisiana background, education at Louisiana Tech's IO Psychology PhD program, and his current role.People Analytics: Insights into what people analytics entails, its significance in the business world, and how it's shaping the future of work.Impact of COVID-19: How the pandemic has affected workplace dynamics and the role of people analytics in navigating these changes.The Role of Technology: Discussion on the intersection of people analytics with AI and machine learning.Challenges and Future Trends: Exploring current challenges in the field of people analytics and predictions for its future trajectory within HR.Key Takeaways:Podcasts can be fun and still pack quite a bit of learning into the mix.People analytics is a vital component in understanding and improving organizational dynamics.The COVID-19 pandemic has accelerated the need for robust people analytics.Technology and AI are becoming integral in advancing the field of people analytics.There are ongoing challenges in data privacy and quality in the use of AI and analytics tools. 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 are all in this together! Don’t miss the chance to expand your mind with a global perspective on issues that will help define the future of global policy work, commerce, and life in general.In this intriguing episode of "Science 4-Hire," I welcome Arnoud Engelfriet from the Netherlands to discuss AI ethics and governance, particularly in the context of the European Union and his new book on AI compliance. Engelfriet brings a wealth of experience in computer science and law, offering deep insights into the regulatory landscape of AI and its broader implications. The interdisciplinary, global perspective that Arnoud brings to the table is an essential part of the future of ethical AI and AI compliance.Key Discussion Points:AI and Algorithm Legal Compliance: Engelfriet talks about his upcoming book "AI and Algorithms: Mastering Legal Compliance," which details the European approach to AI regulation and AI compliance, focusing on managing risks associated with AI and algorithms​​.You can pre-order the book here.AI Act and Ethical Considerations: The conversation delves into the European AI Act, its genesis post-Cambridge Analytica, and its focus on fundamental human rights. Engelfriet emphasizes the need for AI to be ethical and lawful simultaneously​​.Challenges in AI Implementation: Arnoud and I discuss the practical challenges in AI applications, particularly in hiring and fraud detection. They highlight the difficulties in creating unbiased AI systems and the importance of accountability in AI deployment​​.The Role of AI Compliance Officers: The rise of the AI compliance officer role is noted as crucial for organizations to adhere to evolving AI regulations and ethical standards​​.Auditing AI Tools: Arnoud shares his experience in auditing predictive hiring tools, emphasizing the importance of transparency and the challenges in ensuring bias-free AI​​.Global Impact of AI Governance: The episode concludes with reflections on the global relevance of AI governance and the need for organizations to proactively align with ethical standards and regulations​​.Notable Quotes:"At some point, you're gonna have to trust the people that made the AI system." - Arnold Engelfriet on the challenges of fully understanding AI decisions​​."It's incumbent on organizations using these tools to do their own studies locally to see what's happening." - Dr. Charles Handler on the need for organizations to police their AI tools​​.Call to Action:Listeners are encouraged to explore more about AI ethics and governance and how these evolving standards impact global business practices. Order Arnoud’s book now, visit Rocket-Hire.com and check out Ethics-Hire Prism framework and download our FAQs document on New York City local law 144. 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

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 highly recommended.This structure provides a comprehensive overview of the episode, highlighting key points and encouraging listeners to engage further with the topic..Youcan you focus on including more of the results of her research as relayed in our discussion?ChatGPTBased on the transcript of the "Science 4-Hire" podcast featuring Stacia Garr, here are the show notes focusing on the results of her research as discussed in the episode:Show Notes for "Science 4-Hire: The Future of People Analytics - Insights from Stacia Garr's Research"Episode Title: "Exploring the Evolving World of People Analytics Software with Stacia Garr"Host: Dr. Charles HandlerGuest: Stacia Garr, Co-founder of Red Thread ResearchEpisode Overview:In this episode, Dr. Charles Handler engages with Stacia Garr to explore the latest trends and insights in people analytics Software. The discussion is centered around Garr's comprehensive research in this field, particularly her study which has evolved since its inception in 2019.Key Insights from Stacia Garr's Research:People Analytics Technology Study: Garr's research, now in its fourth iteration, initially began in 2019 and offers a unique perspective on the changes and developments in people analytics technology since the onset of the COVID-19 pandemic​​.Target Audience and Market Growth: The study targets both people analytics practitioners and HR professionals. A significant growth in the vendor landscape was noted, expanding from about 50 in 2019 to 150 vendors, reflecting a rapidly evolving market​​.Market Trends and Customer Satisfaction: The research revealed that the fastest-growing market segment is the 'employee experience and voice' category, driven largely by the shift to remote work during the pandemic. However, overall satisfaction with people analytics technology has declined, with multi source analysis platforms receiving the highest Net Promoter Scores among customers​​.Shift in Use Cases for People Analytics Tech: A notable shift in the use cases for people analytics technology has been observed, extending beyond HR practitioners to include leaders, managers, and employees across organizations. This broader application is necessary for informed decision-making around talent decisions​​.Impact of Vendor Focus on User Satisfaction: Vendors that focused on making their technology accessible to managers and employees tended to have higher customer satisfaction scores, as indicated by Net Promoter Scores​​.The Central Message of Data Accessibility: Garr emphasizes that data about people should be made accessible to individuals across an organization, not just confined to the HR function. This approach can enhance both individual lives and overall business outcomes​​.AI and Ethical Considerations: The future of people analytics technology is closely tied to the development and integration of AI. Garr's ongoing research is examining AI sophistication among vendors and its ethical implications, highlighting the need for balance between technological advancements and ethical considerations​​.Invitation to Engage with Red Thread Research: For those interested in cutting-edge developments in organizational behavior, people, talent, and data, Garr invites listeners to explore Red Thread Research. The platform offers a community for interaction and access to high-quality research​​.Call to Action:Listeners are encouraged to delve deeper into these insights and join the conversation about the future of people analytics by visiting Red Thread Research's website and becoming part of their membership community. 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