Hacking HR: A Smarter Approach to Assessment in the Digital Age
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Questionnaires, opinion surveys and other assessment tools are indispensable for employers to understand their workforces. They are also expensive, time-consuming, inaccurate and inconvenient for employees, meaning that organisations need to use sharper tools to achieve effective engagement and foster breakthrough cultures. Those who embrace innovation in this field today will undoubtedly prosper in the information age job market of tomorrow. But where to start? Vess will inspire you to think differently about people metrics and to realise the enormous potential of using big data psychology to drive employee engagement. He will also demonstrate how accurate digital assessment and lean performance feedback loops are the secret to unlocking this potential within your own organisation, transforming a few traditional HR processes along the way. Vesselin Popov, Development Strategist - The Psychometrics Centre, University of Cambridge
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Hacking HR: A Smarter Approach to Assessment in the Digital Age
- 1. A Smarter Approach to Assessment in the Digital Age Vesselin Popov Dubai 2014 @VessPopov Hacking HR
- 3. ? Conservative & traditional Spontaneous & impulsive Shy & reserved Competitive & working alone Emotional & Easily Stressed Liberal & artistic Extraverted & Outgoing Laid back & relaxed Well organized & hard working Team working & trusting BIG5 PERSONALITY Excessive Drinking Cross-country Skiing ..……………………………. ………………………………… Behaviour vp288@cam.ac.uk
- 4. § Psychological inference can make your data human § Digital footprints of behaviour can reveal the psychological make-up of your organisation § Doing this in partnership with your employees can bring engagement into the information age ✓ vp288@cam.ac.uk
- 5. Engagement in the information age requires Reciprocity Trust Personalisation vp288@cam.ac.uk
- 6. Engagement in the information age requires Reciprocity = 2-way assessment Trust = tackling job market barriers Personalisation = target & tailor vp288@cam.ac.uk
- 8. Challenge: How do you measure psychological traits to encourage engagement in practice? vp288@cam.ac.uk
- 9. Traditional methods (need hacking) § Expensive § Slow § Small and biased samples § Invalid methodology § Frustrating for participant vp288@cam.ac.uk
- 11. Our Engagement Challenge: How to motivate research participants to answer honestly? vp288@cam.ac.uk
- 12. www.myPersonality.org Facebook app launched in 2007 Users could take valid psychometric assessments and get feedback for free (= reciprocity) We asked people to opt in to share data High quality information: - Records of actual behaviour - Honest, open, motivated respondents - Quality better than in the lab vp288@cam.ac.uk
- 13. www.myPersonality.org Facebook app launched in 2007 Users could take valid psychometric assessments and get feedback for free (= reciprocity) We asked people to opt in to share data High quality information: - Records of actual behaviour - Honest, open, motivated respondents - Quality better than in the lab 100 question IPIP version of NEO-PI-R Traits Delay Discounting 336 question IPIP version of NEO-PI-R Facets Body Consciousness Satisfaction with life scale Moral Foundations Rust’s vocational personality MUSIC Personality Sensational interests questionnaire Empathy Quotient Scale Self-Monitoring Barratt Impulsivity Scale Pennebaker Inventory of Limbic Languidness (PILL) Relationship Scales Questionnaire Job Self-Efficacy Scale My memories of upbringing (EMBU) Forms of self-criticizing/ attacking and self-reassurance scale (FSCS) Centre for Epidemiological Study Depression Scale (CES- D) Schwartz's Values Survey Passion Towards Work Scale Pregnancy Explorer Thing-Person Orientation Volunteer Personality Scale IQ test on myIQ vp288@cam.ac.uk
- 14. www.myPersonality.org Facebook app launched in 2007 Users could take valid psychometric assessments and get feedback for free (= reciprocity) We asked people to opt in to share data High quality information: - Records of actual behaviour - Honest, open, motivated respondents - Quality better than in the lab Gender Education (school/degree) Date of Birth Relationship status Religion Likes Ø Books Ø Movies Ø TV Shows Ø Music and Last.fm Data Ø Activities Political views Sexuality Geographical location Ø Country Ø State Ø City Family Work (company/position) Photo tags Wall posts Status updates vp288@cam.ac.uk
- 15. 39 peer-reviewed publications Over 6 million unique participants Open-sourced to 150 academic collaborators The largest and most rich social science database in history Secure, privacy- preserving format Accurate prediction published in PNAS Responses to 25-30 validated assessments vp288@cam.ac.uk
- 16. “digital records of behavior can be used to automatically and accurately predict a range of highly sensitive personal attributes” March 2013 vp288@cam.ac.uk
- 17. We can predict these traits from digital footprints Political Views Religious Views Use of Language Intelligence Life SatisfactionBIG5 Personality Age Gender Ethnic Origin Sexual orientation Relationship status Concentration/Major Friendship network density Parents’ relationship status Use of addictive substances vp288@cam.ac.uk
- 18. One-click personality prediction Uses only Facebook Likes Predicts your friends’ personalities www.YouAreWhatYouLike.com vp288@cam.ac.uk
- 19. @ApplyMagicSauce
- 20. Challenge: How do you measure psychological traits to encourage engagement in practice? Hack: Think outside the box and design for reciprocity vp288@cam.ac.uk
- 22. Challenge: How do you create an environment in which employees self- motivate to exceed expectations? vp288@cam.ac.uk
- 23. vp288@cam.ac.uk
- 24. Barriers to engagement Building trust Low mobility Low performance Discrimination Salaries Low person-job fit vp288@cam.ac.uk
- 25. Assess ability Match task Build this feedback loop into HR strategy Overcome the barriers to employee engagement in a sustainable way vp288@cam.ac.uk
- 26. Assess ability Match task Shorter engagements Flexible, parallel working Motivation to self-improve In-built reputation system Objective ability assessment Crowd-sourced pay grades Self-matching to jobs vp288@cam.ac.uk
- 27. Challenge: How do you create an environment in which employees self- motivate to exceed expectations? Hack: Use agile feedback loops based on objective ability assessment vp288@cam.ac.uk
- 29. Challenge: How do you achieve both engagement on the individual level and a supportive culture on the company level? vp288@cam.ac.uk
- 30. Reach the right candidates in the first place traditional organised competitive high IQ Why not target a job advert so that only candidates with the optimum psychological profile see it in the first place? vp288@cam.ac.uk
- 31. We can predict these traits from digital footprints Political Views Religious Views Use of Language Intelligence Life SatisfactionBIG5 Personality Age Gender Ethnic Origin Sexual orientation Relationship status Concentration/Major Friendship network density Parents’ relationship status Use of addictive substances vp288@cam.ac.uk
- 32. Language Speak the Language of Engagement vp288@cam.ac.uk
- 33. Connecting Psychology & Language Personality, Gender, and Age in the Language of Social Media: The Open-Vocabulary Approach by Schwartz, H. A., Eichstaedt, J.C., Kern, M.L., Dziurzynski, L., Ramones, S.M., Agrawal, M. Shah, A., Kosinski, M., Stillwell, D.S., Seligman, M.E.P, Ungar, L.H. PLoS ONE, 2013. vp288@cam.ac.uk
- 34. Challenge: How do you achieve both a supportive culture on the company level and engagement on the individual level? Hack: Target external communications and tailor internal language to the psychological profile of your audience vp288@cam.ac.uk
- 35. HR Hacks: What Engagement Should Look Like Reciprocity Think outside the box and design for 2-way detective work Trust Use agile feedback loops based on objective ability assessment Personalisation Target content and tailor language by psychological profile vp288@cam.ac.uk