Bryan Hancock

There are those that also, you know, cue on different things like social awareness and ability to, you know, identify emotions and others.

So there's one game by a company called Knack called Wasabi Waiter.

And you are a waiter in a Japanese restaurant.

And what do you know, the kitchen gets backed up.

and you have a process you're supposed to follow.

So you can very quickly see, as you prioritize what you do, are you somebody that's following the rules, even though the kitchen is backed up?

How quickly do you notice the person who's fuming in the side of the restaurant?

How quickly do you get the social cues?

And you can see patterns of not just the order, but the speed with which you pick it up, how quickly you move different pieces.

So one game can create thousands of points of data.

And then when you compare that versus others who've taken the game that are successful in the roles that, you know, you can say, hey, there are patterns of people who picked up on these things earlier look a lot like people who are really good in this kind of consultative sale.

It depends a lot.

I mean, you're going right to the heart of assessment, which is how do you, in designing the assessments, be very, very clear on what you're measuring and have that validated in a way to make sure that you don't have any bias built in for men or women or people of different backgrounds.

So, I mean, that is core.

And what we're finding on the more gamified assessments,

side is people will say that what you get is you get a more diverse slate when you assess using their games than you do in other ways because we've got the algorithm, we've got the way of doing it, and then we've tested it to make sure that the test doesn't have any gender bias.

And in the case Bill talked about, if that was well-constructed, you may actually be looking to weed out the dominant behavior.

The great CHROs would object with that statement.

The truly great CHROs will say, I've done this, and the idea of elevating the function, hey, I elevated it 15 years ago, and I've got this great working relationship.

The challenge is for every five CHROs who truly have been operating at that level, you have another 50 who said, I have been elevated, and I'm now invited to the leadership team meetings.