Princeton University published new research which suggests that 4 out of Big 5 personality traits can be predicted by analyzing the smartphone usage patterns of a person. The Big Five model is a widely used system in psychology for organizing personality traits and was founded back in the 1980s.
According to researchers at Princeton, the data they collected could partially predict four personality traits including openness to experience, conscientiousness, emotional ability, and extroversion. Researchers were not able to reliably determine the fifth personality trait: agreeableness.
The researchers gathered the data on the communication and social behavior, music consumption, usage of apps, overall smartphone activity, activity levels, and mobility of users. Some data streams proved to be more useful as compared to other data streams like predicting love of order facet of conscientiousness.
The researchers stated that the accuracy of these predictions is similar to the predictions based on digital footprints from social media, and it demonstrates the possibility of obtaining data related to someone’s private traits from their smartphone usage patterns. The team of researchers noted the obvious ethical concerns in their report and wrote that the current work serves as a harbinger of benefits as well as the dangers of the widespread use of behavioral data passively obtained from the smartphones on people.
Additionally, the team listed the ability to use the gathered-data in staff recruitment processes instead of mere estimates extracted from self-reported questionnaires. We should not underestimate the negative consequences of the routine collection and uncontrollable trade of users’ personal smartphone data. Researchers wrote that evidence indicates that the data is being used for psychological targeting to influence the actions of people.
PredictiveHire is an Australian startup and reckons that it can tell whether a person is more likely to job hop or change jobs frequently, based only on the responses of job candidates to a chatbot’s open-ended questions.
PredictiveHire’s researchers published a paper and wrote that the language you use while responding to questions in an interview about situational judgment and past behavior is predictive of your likelihood to job hop. In the HEXACO model, the company discovered a positive correlation between the openness to experience trait of a candidate and their likelihood to job hop.
Cornell University researchers reviewed vendors of algorithmic pre-employment assessments in 2019 and discovered that most of them were a fairer alternative to human-based recruitment. Algorithmic hiring is becoming a labor rights issue, and an adjunct associate professor at the John Jay College of Criminal Justice, Nathan Newman, states that big data is being used to drive down the wages of employees.
Read next: Study Shows Those Who Get News from Social Media Are Less Informed and Engaged
According to researchers at Princeton, the data they collected could partially predict four personality traits including openness to experience, conscientiousness, emotional ability, and extroversion. Researchers were not able to reliably determine the fifth personality trait: agreeableness.
The researchers gathered the data on the communication and social behavior, music consumption, usage of apps, overall smartphone activity, activity levels, and mobility of users. Some data streams proved to be more useful as compared to other data streams like predicting love of order facet of conscientiousness.
The researchers stated that the accuracy of these predictions is similar to the predictions based on digital footprints from social media, and it demonstrates the possibility of obtaining data related to someone’s private traits from their smartphone usage patterns. The team of researchers noted the obvious ethical concerns in their report and wrote that the current work serves as a harbinger of benefits as well as the dangers of the widespread use of behavioral data passively obtained from the smartphones on people.
Additionally, the team listed the ability to use the gathered-data in staff recruitment processes instead of mere estimates extracted from self-reported questionnaires. We should not underestimate the negative consequences of the routine collection and uncontrollable trade of users’ personal smartphone data. Researchers wrote that evidence indicates that the data is being used for psychological targeting to influence the actions of people.
PredictiveHire is an Australian startup and reckons that it can tell whether a person is more likely to job hop or change jobs frequently, based only on the responses of job candidates to a chatbot’s open-ended questions.
PredictiveHire’s researchers published a paper and wrote that the language you use while responding to questions in an interview about situational judgment and past behavior is predictive of your likelihood to job hop. In the HEXACO model, the company discovered a positive correlation between the openness to experience trait of a candidate and their likelihood to job hop.
Cornell University researchers reviewed vendors of algorithmic pre-employment assessments in 2019 and discovered that most of them were a fairer alternative to human-based recruitment. Algorithmic hiring is becoming a labor rights issue, and an adjunct associate professor at the John Jay College of Criminal Justice, Nathan Newman, states that big data is being used to drive down the wages of employees.
Read next: Study Shows Those Who Get News from Social Media Are Less Informed and Engaged
