From a marketing department’s perspective future is like a mystical infrastructure, networks that resolve issues predictively, the cloud of global unity, a tapped reservoir of human intelligence; it breathes on visions. The IT technicians’ stories read differently: interoperability, service level agreements, risk assessment, security, disaster preparedness, vendor management.
Increasingly, technology firms prefer a pitch about their products that conveys, “We’ve got more than just your back - we’ve got your future too”. The problem with proclaiming the next future is that it's become a hiring problem as well. Business has to find managers, sales people and IT workers to deliver marketing's futurist narratives. In the depths of the Great Recession, a new realm of psychology+neuroscience software product surfaced in HR. The HR objective associated with these narratives was, in one regard, impossible to fulfill without psychological testing complimented by neurologic assessment. The solution was found within psychometrics - an algorithmic software solution that would expose deeper thoughts that shaped one’s values and therefore, behaviors that could reliably be certain to uphold the firm's future-casting. When a job candidate's behavioral tests benchmarked positive - HR found a winner!
The fog-covered valley that job seekers enter called the hiring process is about HR trusting in analytics, psycho-analytics and behaviorism. It isn’t the IT leadership or managers calling for psychometrics, it isn’t the CEO; it's HR's frantic response to pivoting and disrupting and... [the future].
At the end of the day a CEO’s story is that he or she can’t find skilled workers. The US has a 63% actively participating workforce which means there are plenty of people out there if business will put aside their artificial intelligence in HR and get back to God-given intelligence, intuition, trust and honesty about a future we are all pivoting toward.
The Only Fields blog