If halfway through an interview you’re asked to sing a jingle don’t be too surprised.In recent years we have seen neuroscience applied to everything from marketing to legal cases; in the business world it is finding its way into the boardroom, team meetings, HR offices, leadership training, change management and in day-to-day performance enhancement.But even before you start working at a company, you may have already had some exposure to it in the interview room! It is a competitive market for job seekers, many of whom have the necessary qualifications and academic background for the job; while this may sound great for employers, who can pick and choose, it’s also hard to consistently find the right people to match the culture of the company and to hold on to their best people.There is a growing trend in savvy HR circles to hire on potential rather than hiring on expertise, skills and experience. This is especially the case where a candidate is looking to enter the workforce and has a strong educational background, like a graduate or high school leaver. https://cyborggainz.com/press/f/the-inscriber-magazine
The theory is that if you hire bright youngsters, keen to learn, with a winning attitude and values that fit into the company’s own values and ethics, then many of the skills can be quickly taught for that person to develop with the company and become an important part of its future.The problem with this is that it’s not easy to uncover potential and personality. It takes longer to get to understand somebody in terms of their real motivations, beliefs, values and goals than scanning a resume and asking them “where do you see yourself in ten years’ time?” That’s partly why we have seen the duration of the interviewing process increase for many organisations.All sorts of interview techniques and psychometric testing have been used; the latter assesses a person’s personality by asking a series of questions designed to uncover information about their abilities, attitudes, personality traits, and values. This helps, but it’s in neuroscience where the future of hiring probably lies.
How Can Neuroscience Help?
HR leaders having to choose between candidates with equally impressive backgrounds and capabilities can use to shape interview processes.If your company culture is one of trust, empowerment, reward and recognition, where everyone likes to get together on a Friday for a laugh and a drink, how do you find someone who will fit in well? That may come down to more than simple question-asking, as anyone can tell an interviewer what they think the interviewer wants to hear. Personality and character can hide where academic or professional qualifications cannot!According to the senior vice president for marketing at Dale Carnegie Training, companies are increasingly using trivia questions, computer puzzles and games, jokes, weird questions, problem-solving and brain-teasers in interviews.As well as gauging your response to performing these tasks, they uncover information about how well you perform under pressure, your sense of humour, your attitude towards ethical questions, and your decision-making processes, for instance. Other specific neuroscience-based games have been developed to assess how well people fit into a role and a team.