Science 4-Hire is now Psych Tech @ Work!.
After 6 years and 72 episodes and 20,000 downloads!, why the change?
In case you haven’t noticed a lot has changed in the past six years! AI is creating a seismic impact on the psychology of work, and we all need to pay attention to what is happening here, or else???
Psych Tech @ Work promotes safe technological innovation and human/machine partnerships as an essential force in creating equilibrium and between psychology and commerce. Maintaining this balance in a time of unprecedented change is essential for ensuring that the future of work is ethical, positive, and prosperous.
Creating such a future requires an unprecedented level of interdisciplinary collaboration. With the goal of educating, engaging, and inspiring others through thoughtful and practical discussions with guests from a wide variety of backgrounds and specialties, Psych Tech @ Work provides a smorgasbord of food for thought and practical takeaways about the issues that will make or break the future of work.
Check out the latest episodes!
On today’s episode of Science 4-Hire, I’m speaking with Jenna Alexander, Randstad’s global vice president of internal talent acquisition. She recruits recruiters for recruiters, so she’s pretty heavily invested in what a good recruitment experience looks like and how to nestle talent assessment processes within recruitment. Alexander started at Randstad during a unique moment in…
Today on Science 4-Hire, I’m joined by HR technology visionaries John Sumser, principal analyst at HRExaminer, and Jeanne Achille, CEO of The Devon Group and chair of the HR Technology Conference & Exposition. These experts have a decades-long history as leaders in the HR tech biz, and when it comes to predicting the next trends,…
On today’s episode of Science 4-Hire, I’m joined by Vodafone’s global head of talent assessment, Margarita Echeverria, and global talent assessment manager Simon Defoe. They’re here to talk about their work to create a global talent assessment strategy, the challenges they’re overcoming and their priorities moving forward. Vodafone is a worldwide force in the telecommunications…
We spend a lot of time here talking about the future of work, but my guests today have a unique perspective on the role of decentralized autonomous organizations, or DAOs will play in creating the workplace of tomorrow. Today on Science 4-Hire, I’m joined by economist and governance expert Wulf Kaal and investor and visionary…
Today on Science 4-Hire, I’m joined by all-star guest Jeremy Tipper, a longtime HR technology devotee, investor and board adviser. He’s here to talk about the future of assessment technology and recruiting through the lens of evolving business needs. With a robust background in internal recruiting, recruitment process outsourcing and talent acquisition strategy consulting, Tipper…
My guest on this episode of Science 4-Hire is Dell’s Danielle Biddick, the company’s neurodiversity hiring program manager. She joined me to talk about what neurodiversity is, what the key ingredients of a neurodiversity hiring program are, and how Dell is implementing such a program for their workforce. So what is neurodiversity? According to Biddick,…
Big things have happened since the last episode of Science 4-Hire. Rocket-Hire has joined forces with Sova, an awesome global talent assessment provider based in the U.K. working with organizations all over the world. It was an organic union that transpired through a mutual respect for innovative ideas that are grounded in solid science.
The workplace has shifted from being an employer-centric system to employees now understanding their leverage within the workforce. The past few years have shown many companies that creating a better candidate experience is essential for retention and success. But how are they able to quantify the candidate experience?
Creating a diverse workplace starts with having an inclusive hiring process, and while more and more employers are making diversity, equity, and inclusion a priority, their hiring practices stall. Bias lurks at every corner of the hiring process, which leads to hiring managers and recruiters excluding the diverse talent that they were looking for in the first place.
The Great Resignation has taught us that employees are now willing to leave a job that gave them a negative candidate experience regardless of the consequences that could result. Now companies are looking to improve their candidate experience, but how should they start?