Psych Tech @ Work

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. 701esurface@alpsinsights.comwww.alpsinsights.com@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. 701esurface@alpsinsights.comwww.alpsinsights.com@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 mihir@eightfold.ai 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 neil@berkeassessmnent.com 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