However, if you pay any attention to the written by Malcolm Gladwell.
While there are numerous learnings in the book relevant to HR, one of the most relevant to this discussion is the concept of “thin slicing.” Thin slicing is something we all do every day.
Thin slicing works because the subconscious mind is very methodical and rational.
It was designed because many individuals found that the traditional approach to dating just wasn’t working for them.
The concept is simple and relatively straightforward.
Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC.
The companies use this process for experienced candidates and for college hires.
The basic process of interviewing candidates for open positions hasn’t changed very much in the last century, despite radical changes in how people socialize and interact both in and out of the workplace.
Traditional interviews continue even though no one enjoys them!
He began with an hour of videotaped interaction and coded each second of video by tagging it with one of 20 enumerated emotions that were present in each of the participants’ facial expressions.
The enumerated emotions were then summed and added to additional biofeedback data producing a ratio of positive to negative.
Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work (not to mention misery and frustration) can follow the lead of singles looking for love.
“Speed interviewing” and the concepts supporting it come directly from the social phenomena known as “speed dating.” Supported by lots of cognitive research that suggests initial intuition is as accurate as or more accurate than prolonged assessment, a few leading-edge organizations are hopping on board and testing speed interviewing as a possible solution to end the giant disconnect between society today and the HR systems of yesterday.
The conscious mind, on the other hand, is not as methodical, rational, or unbiased.