Most traditional assessments rely on direct inference based or scenario (many times not relevant to the person’s experience or background) based items with answers in multiple choice format. It is well known many such instruments have an inbuilt risk of candidates pretending socially desirable responses thereby making the report unreliable.

1. PSYCHOLINGUISTICS:
The Future Of Behavioral Competency Matching

2. INTRODUCING THE SPEAKERS
Sanjoe founded Talview in 2012 and has been driving
the vision and strategy since inception. He is also
responsible for new initiatives and product strategy at
Talview. He is passionate about building technologies
that helps make hiring easy. He is currently working on
a cutting edge technology that can impact the world.
Previously, he has worked with MNCs like National
Instruments and L&T. He was part of core teams
building world class cloud based tech applications. He is
an Engineer from Cochin University and an MBA from
IIT Bombay.
Rajeev started his career as a sales professional and
moved on to be a thought leader in assessments. He has
been responsible for the creation of several
behavior/personality assessments. He also has a patent
pending process in exam malpractice prevention. He
envisages that the Human Capital Measurement is set to
undergo significant changes both in design and delivery
and continues to draw best practices for assessment. He
consults with several organizations in the human capital
measurement space in defining and implementing
accurate tools and practices for talent measurement.
Speaker :
Sanjoe Tom Jose
CEO Co-Founder, Talview
Speaker :
Rajeev Menon
Senior Consultant- Talent Measurement

3. A paradigm shift in Recruitment
Looking beyond the resume, keywords and skills while hiring.

4. WHAT’S THE PARADIGM SHIFT?
• We are witnessing a significant change in the recruitment space ‘Organizational
Darwinism’
• VUCA- biggest driver of change
• VUCA’s effect on organizational/employee performance is tremendous
• Employees in a VUCA situation are
• less effective (under perform)
• less reliable (high risk taking)
• Innate behavior attributes essential to face VUCA- critical for success
Is it time to change the parameters for hiring across the organization?

5. Heaviest impact of VUCA
Highest impact of VUCA
- 80% of any
organization's employee
belong to the lowest rung
where behavior isn't
measured.

6. IMPORTANCE OF MEASURING BEHAVIOR IN HIRES
Abilities, skills and knowledge
• Abilities, skills and knowledge
can be learnt and can be
enhanced
• Are mostly independent of
environmental factors
Personality/Behaviour
• Behavior and personality are
relatively constant
• They are influenced by
environment and affects
performance
Hence, behavior/personality becomes the most essential and
influencing factor for work productivity/performance.

7. Importance Of Understanding Personality & Behavior
Low Performing Employee Frustrated Co-Workers
Battling Bosses Ideal High Performer

8. Understanding behavior at workplace
Expensive Reliability ??
Time Consuming Candidates scoring
high on assessments

9. Limitations in the assessments offered in the market
today
Do you consider yourself to be shy?
Do you like parties?
Do your friends sometimes say
about you that you are a somewhat
self-important person?
Do you like to talk to strangers?
Lengthy and complicated reports Unrelated questions to work environment
Report InterpretationExpensive Reports

10. Results of using the right behavior assessments
a) Enhancing organization’s performance by improving the accuracy of
candidate selection.
b) Recommending the competencies for job profiles.
• This can help organisations identify and understand traits and behaviors of
the team and optimize interactions (relationships) to improve individual and
team performance.
• This can help managers to manage their team and individuals in the team by
identifying different motivations and belief systems.

11. New Approach - Psycholinguistics

12. ASSESSING BEHAVIOR WITH VIDEO INTERVIEWS
Interviewing a candidate in an environment that s/he is most
comfortable in, is probably the most natural environment/setting
one can assess the candidate in.

13. MEASURING BEHAVIOR IN NATURAL SETTING

14. Feed in JD and Candidate Emails
Video Interviews/Tests/Speech
Recognition/Keyword
Analysis/Digital Footprint
Comprehensive Report
Video Interview Process
SCREENSEARCH

15. Magic Quadrant
*Working with clients to feed back Attrition/Performance Data
Joining Probability
SELECT ONBOARD
3X BETTER
4X
FASTER*
Live Interview (Optional)
Video Interview Process (contd.)

16. MAPPING VIDEO ASSESSMENTS TO BEHAVIOR

17. Talview Behavioral Insights

18. Talview Interview Guide
Post the Video Interview process,
Talview facilitates face-to-face
interviews by providing an
interview guide based on the
technique of Behavior Event
Interview process.
This ensures a scientific basis for
the interview questions as they are
mapped to the competencies to be
measured for the given job role.
These questions lead the
interviewer to ask questions that
elicits responses from the
candidate that can be verified and
cannot be easily faked.

19. Developmental Guide
• The Talview reports contain a
developmental guide for the candidate.
• This guide gives inputs on how certain
behaviors can be imbibed by the
candidate by recommending appropriate
training programs.
• This helps in identifying the training need
for the candidates and can be a great
value add for the L&D.

20. HOW SCIENTIFIC IS THIS?
Big 5 | Intrinsic Needs & Values
Talview’s Video Interviews
Psycholinguists
Industry Experts and Academia
Cognitive Analytics

21. Advantages of using Psycholinguistics based Video
Interviews
Learning Capabilities
Fewer Steps Natural Responses
Fake-Proof

22. Advantages of Talview offering
Customizable
Simple Interview Scripting
Development Guide
Role-based Tailoring

23. WHAT DID WE LEARN?
a. The words used by people are indicative of their personalities,
b. That big 5 captures personality traits through common language
descriptors and
c. That LIWC can be used to arrive at the underlying psychological
constructs and therefore their behavioral competence.
d. Video interview method is the most effective and probably the most
accurate method.
e. Talview has specific reports for the job roles across industries and
experience levels.

24. Accuracy of results obtained
• Watson’s Analytics - “A smart data discovery service available on the cloud, it
guides data exploration, automates predictive analytics and enables effortless
dashboard and infographic creation.”
• Developed by leading occupational psychologists under guidance of industry
experts.

26. 6:00 PM - 6:45 PM : Registration and Networking
6:45 PM - 7:00 PM : Inaugural Address
7:00 PM - 7:45 PM : Panel Discussion
Topic : HR Technology Today and Unsolved Business Problems
7:45 PM - 8:20 PM : Product Launch
•Launch of Talview Talent Insights by Sanjoe Tom Jose, Talview
•Importance of Behavioral Fitment by Prof Ravikumar, IIM Bangalore
•IBM SmarterWorkforce Solutions: IBM Keynote by Nick Kouma, IBM
8:20 PM - 8:30 PM : TalQuest 2016 Awards
8:30 PM onwards : Dinner and Cocktails
Visit : www.talview.com for more information.
Event Agenda

27. Talent Insights
World’s first tool that
combines NLP, Video
Interviews, Psycholinguistics
Talent Engagement
Engage and attract best
talent; build an
on-demand Talent Engine
Video Assessments
Video Interviews-
Asynchronous & Live,
Proctored tests
MCQ/Essay/Typing Tests
PRODUCTS

28. Fortune 500Top Pharma and Retail Companies Top Technology Companies
CLIENTS