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THE USE OF SPEECH ANALYSIS IN THE PROCESS OF SCREENING APPLICANTS

This method was developed by Dr. Elliott Jaques in the 1980's, while in search for the explanation of the natural stratification of human work*. It gives an objective measure of the highest level-of-work a person is capable of performing satisfactorily at present, that is, his/her Current Potential Capability (CPC).

When we do a search for a candidate in the labor market for a client, we take a measurement of the level-of-work of work of the role to be filled while completing the role specification. Thus we can compare the "size" of the applicant (CPC) with the "size" of the role (level-of-work). This results in three possibilities:

• Applicant "smaller" than the role: a certain prognosis of unsatisfactory performance can be made. The applicant is screened out.




• Applicant and role of same "size": the screening process continues with the evaluation of other pertinent variables.




• Applicant "larger" than role: the prognosis is that the applicant would follow a steep learning curve and that his or her initial performance would be very satisfactory. However, it can also be anticipated that he or she will soon be looking for new challenges matching his or her "size". This can be desirable if the organization can provide adequate opportunities, but it can also be a problem if it expects the new employee to remain in the role for a long time, as it may lose its investment in recruiting and training.

In possession of data on CPC and age, a valid prognosis can be made of Future Potential Capability. This is crucial, for instance, in the selection of young recruits for long-term development. This method supports the prediction of the level-of-work the entrants will be able to handle, say, ten or fifteen years into the future.

This method must be used by a specially trained analyst, who has had supervised experience in a sufficient number of cases. This person can be an outside consultant or an adequately trained human resources company officer.

A BRIEF DESCRIPTION OF THE PROCESS

The person whose CPC will be determined is asked to choose a subject of any kind to which he or she is personally committed, an to argue in favor of the position he or she supports. The person is encouraged to elaborate freely for some 20 to 30 minutes.

The analyst records this material on tape, and afterwards works on it to find the kind of logical connections the person has used. The result is the highest work stratum in which the person is currently capable of performing satisfactorily.

This method has been rigorously validated in numerous cases of field research. For more information see reference to the book "Human Capability" in RESOURCES page.

OUR SERVICES

We use the Speech Analysis Method in three different ways with our clients:

• In the screening of candidates in recrutiment processes in the labor market, as explained above.




• Training in-house human resources analysts to use the method.




• Conducing seminars on this method for people interested in learning more about its nature and capabilities.

* See "The discovery of mental processes", in On Elliott Jaques and RO theory.


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