Psych Tech @ Work

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