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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.

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.

Your mind then analyzes to help you make a decision about your next course of action.

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.

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.

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.

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.

The conscious mind, on the other hand, is not as methodical, rational, or unbiased.

As a result, decisions influenced by the subconscious, something that often occurs when time does not exist to evaluate things further, tend to be much more accurate and fact-based.

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