Psych Tech @ Work

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

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