Obviously, every person has a unique personality that develops and changes over the years. It’s the reason why you might instantly become best friends with some people, while with others you never quite feel like you’re on the same wavelength.

Finding the right talent for a job is no easy task, especially when you don’t know what the talent you are looking for is.

Owning a small businesses is certainly no easy job - especially amidst a global pandemic.

You may be a jack of all trades, but you're definitely a master of none if you can't work together in a team with others. Particularly in todays working world, our work positions involve interacting with colleagues who often aren't even in the same line of profession. You may need to cross paths with different department's, discuss and collaborate together to reach a common goal.

We've all seen the Steven Spielberg Artificial Intelligence AI movie, or at least imagined robots once in your life when you heard the word artificial intelligence. AI has been prevalent in obsessed over by pop-culture, and often dramatised artificial intelligence into sci-fi movies like the Terminator and Blade Runner, where the very high-tech human like robots are always trying to kill us. Stephen Hawking even famously voiced his fears about machines taking charge of the world one day - despite him having to rely on AI to communicate with the world. Unable to speak since 1985, he used a series of different communication systems that helped him talk and write, culminating in the now-legendary computer operated by one muscle in his right cheek. Spielberg's movies did have one thing right - AI is indeed the future, but maybe just not exactly how our favourite childhood movies depicted them.

As a recruiter, you understand that without pre-employment tests, evaluating a candidate's entire career on two sides of a piece of paper is impractical. Despite this, resumes are the first thing managers look for when evaluating applicants to find a good fit.

The hiring process can be challenging and stressful for an employer, no matter what business. In healthcare recruiting, however, there's an extra layer to it. Employees in the healthcare industry directly affect consumers' health and general well-being, which increases the burden on healthcare organizations.

Retorio wurde 2018 von Dr. Christoph Hohenberger und Dr. Patrick Oehler an der TU München gegründet. Ziel des Unternehmens ist es, Jobsuchenden und Firmen mittels neuer Technologien dabei zu helfen, bessere Entscheidungen zu treffen, fairere Prozesse zu gestalten und möglichst vielen Menschen Zugang zu individualisierter und möglichst persönlicher Weiterbildung zu ermöglichen.

Um ein besseres Verständnis zu vermitteln, was Retorio ist und wie es funktioniert, haben wir die wichtigsten Fragen und Antworten zu Retorio im Folgenden zusammengefasst.

When we come to work, we bring our hard skills, like data crunching and Photoshop; we bring our soft skills training like negotiation and leadership. Along with the qualities we find on a CV, we bring behaviors to the workplace.

Defense mechanisms is one kind of behavior that individuals use to create a barrier between themselves and stressful events, actions, or thoughts.

They use defense mechanisms as a way to navigate around emotional threats or feelings. 

Artificial intelligence is heralded to be the singular, defining technology of the century. It impacts a wide-range of industries, organizations, and systems. From military uses, AI in recruiting, to healthcare, AI will underpin various processes within a few decades. Exploring attitudes of what the general public perceives or want from AI is essential. 

Artificial intelligence (AI) is pretty mainstream. It's about everything---to Netflix movie suggestions to digital pre-employment assessment. 

In a world of AI in recruiting, a digital-first pre-employment assessment, and people analytics, it’s easy to forget the origins of understanding people. Psychology, a social science, gained ground when two psychiatrists pioneered major ideas about human psychology and development, Sigmeund Freud and Carl Jung.

Although his theories are discussed to a lesser extent than Freud's psychodynamic approach, Carl Jung's ideas carry an influence whose effects can still be felt today. 

With the COVID-19 pandemic stopping the economic and social life of entire countries, researchers wanted to know which leaders made a difference in delivering a (more) positive outcome. From hiring, pre employment assessments, to travel, the results may affect how organizations attribute leadership in times of crisis. The University of Liverpool conducted a statistical analysis of 194 countries. Their conclusions: countries with women leaders performed better. Their countries suffered half as many COVID-related deaths.

Companies are on the hunt for that special formula that makes a team magic. Fortunately, science sheds light on how teams can perform. Deloitte’s national managing director Kim Christfort and Suzanne M. Johnson Vickberg performed a comprehensive study on team chemistry. They created questionnaires, similar to a pre-employment assessment, which contain business-relevant traits and preferences. Christfort and Vickberg are a social-personality psychologist and Deloitte’s Business Chemistry lead researcher respectively.

Facial expressions play an important role in recognition of emotions and are used in the process of non-verbal communication.

Just like you hear your mother’s certain tone of voice---yes, *that* voice---you can quickly indicate a person’s feelings via their facial expression.

This helps describe a person’s emotional state. Facial expressions assist us in ascertaining a person’s emotions and frame of mind. 

Researchers and scientists utilize facial expression detection in exploring the field of emotion  recognition. 

Much of the research focuses on recognizing  seven  basic  emotional  states:  neutral,  joy,  surprise, anger, sadness, fear, and disgust.

People often ask us why we based our AI-powered personality and communication analysis on the Big 5 Model instead of other methods, such as Enneagram, and MBTI. Accordingly, we will give you a summary of these common assessment methods and talk about their differences and connections.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. It's commonly used as a pre-employment assessment---and as a basis for other personality systems. The Enneagram and the Myers-Briggs pull from the science-based Big Five.

“Push yourself, because no one else is going to do it for you”
“Don’t stop when you’re tired, stop when you’re done”
“Good, better, best. Never let it rest. Till your good is better and your better is best”

But does this go the same for choosing candidates in the workplace?

We often receive questions about the Big 5 personality model, and its scientific foundations. The Big 5 form the core of our video analysis AI. Yet, in using the Big 5, we have built our method on the shoulders of giants.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. For several decades, these factors have been used to measure, and develop a better understanding of individual differences in personality. They provide answers into an individual's abstract reasoning, verbal reasoning, and created a slew of other aptitude tests. However, in psychology the Big 5 is regarded as the "gold standard" of personality analytics due to its decades-long research; Arguably it's the only psychometric test to reach somewhat of a scientific consensus.