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.
It was designed because many individuals found that the traditional approach to dating just wasn’t working for them.
HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire.
After all, there are so many parameters to consider.
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.
After years of study, he discovered that the observation period could be cut to 15 minutes with a negligible impact on predictive accuracy and to three minutes if an 80% accuracy rating is tolerable.
Today, Gottman only looks for four signs: defensiveness, stonewalling, criticism, and contempt, the last being the most telling sign of failure.It is the act of taking an activity and breaking it down into micro segments, which then get coded and analyzed for trends.For instance, when you are driving, your mind captures input from a variety of sources including your car’s instrument cluster, the rear- and side-view mirrors, your peripheral vision, the sounds around you, and of course, your view out the windshield.Individuals looking for a date sit at separated tables and do a five-minute interview with their first potential date.Then a bell goes off, and each of the potential dates get up and rotate to another five-minute interview, until they’ve interviewed everyone who has interested them.Although there is no “one-size-fits-all” approach to speed interviewing in the corporate world, the most common design involves inviting a large number of candidates (between 25 and 200) to meet in a large room.