The creative spark

Imagine a future where its possible to objectively measure whether an individual possesses some of the key traits associated with innovation creativity, intuition, imagination and adaptability.

Joel Pearson, professor of cognitive neuroscience at the University of NSW and founder of the Science of Innovation Lab, says this future is not so far away. Its not here yet, but were seeing developments in cognitive psychology and applied neuroscience which will completely revolutionise the way people are matched to jobs, says Pearson.

Historically, things like imagination and creativity have been too difficult to measure objectively, and questionnaires based on candidates subjective opinions of themselves have had to do. The problem, as Pearson notes, is that most smart people can figure out what is being asked of them and will then tailor their answers accordingly.

Instead, Pearson uses technology such as encephalogram (EEG) tests to track brain wave patterns to measure innovation potential. For example, a candidate may be asked to imagine the colour green and have their brain response measured. Apparently, someone who has a stronger imagination will see a stronger green.

This type of research may also assist in isolating behavioural markers that are highly predictive of innovation potential. The five identifiers are: results seeker, customer empathiser, idea integrator, influencer and risk taker. From a recruitment and selection point of view, this means HR professionals will be able to use tools that will assess the markers they want, rather than the current focus on technical expertise. This will also have a positive impact on organisational culture and performance.

Source: Adapted from Schmidt, L. (2018), The creative spark. Human Resource Monthly, 39, Dec/Jan, pp. 16 20.

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• What are the key talent attraction and selection benefits presented by this case study?

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• What are the limitations and disadvantages?

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• Would there be training requirements for those delivering the test?