Thin slicing works because the subconscious mind is very methodical and rational.In reality, it functions like a finely tuned computer program.In presenting the research of psychologist John Gottman, Gladwell explains how thin slicing videotaped interaction between two married individuals allows Gottman and those trained by him to predict with 95% accuracy how likely the marriage is to last.
Your mind then analyzes to help you make a decision about your next course of action.
The capture and analysis of all that data takes place in seconds. While Gladwell introduces several examples of thin slicing, one of the most relevant to us in recruiting has to do with analyzing married couples to determine the health of their relationship.
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.
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 concept is popular because it allows you to meet and then quickly determine whether an individual fits your selection criteria and is worth the time and the risk involved in an actual one-on-one date.
Speed dating advantages include low risks, a brief time commitment for each assessment, and an opportunity to meet and assess a large number of candidates all at once.
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.