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.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.Gottman’s research of 3,000 couples started in the 1980s.The conscious mind, on the other hand, is not as methodical, rational, or unbiased.
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.
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.