We've mapped the first neuroscience biomarkers to AI success & risks.
Traditional Text Assessments
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30 to 100+ years old
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50 to 70% reliability
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10% brain activation (text)
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67% completion rate
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No neuroscience
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Can't measure trust
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Easily "gamed" by AI
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Standalone only
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5 years new
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93% reliability
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100% brain activation
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97% completion rate
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Visual neuroscience
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Measures oxytocin (trust)
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Can't be "gamed"
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Standalone + training embedded
Neurotransmitter Levels = Profile Types
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The past
DiSC, BIG-5, Myers-Briggs, and similar tests are now 40 to 100 years old and were never based on science. The BIG-5 (OCEAN) scores for neuroticism--which may create legal questions--and even Myers-Briggs does not recommend the MBTI for recruiting or HR. Kolbe, Predictive Index, Culture Index, etc. are 10 to 25 years old, however, they are text/word-based so can only appeal to 10% of the decision-making brain and have a 66% average completion rate. They also have 67% Cronbach's Alpha reliability. HermanScience's Visual Neuroscience Career Quotient Indicator™ has a 97% completion rate, appeals to 100% of the decision-making brain, and boasts an industry-leading 93% Cronbach's Alpha reliability proven across thousands of individuals.
The future
Our patent pending system is the only one based on neurotransmitter and brain chemical predictive biomarkers, and is therefore the most accurate. It's backed by a decade of research completed by several PhD neuroscientists, including Dr. German Fresco, HermanScience's Chief Science Officer and the author of TRAIN YOUR BRAIN FOR SUCCESS. Cronbach's Alpha reliability and efficacy has been documented and field proven across thousands of individuals and almost a decade of use in professional environments for leading firms such as Cisco, HP, Oracle, SAP, BHG RE, OBHG, GTN, and Visa. The neuroscientific studies and validation are documented in the award-winning books THE 7 SECRETS OF NEURON LEADERSHIP and START WITH WHO by a New York Times bestselling author who also has a Harvard University neuroscience certification and two leadership coaching certs.
The difference
Our EEOC-compliant and patent-pending system is the only one that can map neurotransmitter and neurochemical balances to predictive biomarkers for nine profile types and ten key soft skills including trust factors--which neuroscientists have related to brain oxytocin. We seamlessly integrate our CQI assessment elements into our interactive training courses and use our proprietary visual neuroscience and cognitive AI to continuously assess trainees without causing friction. Using industry data such as O*NET, SHRM, Harvard, LinkedIn, etc., we can map soft skills, profile strengths, and attributes to optimal career paths and job roles. Our biomarkers can also help predict risks for trust factors, Gen AI misuse, phishing, disengagement, retention, soft skill deficiencies, and more.
The results
A leading Real Estate firm in Northern California had a big problem. Over 85% of their agents were failing or quitting within 18 months...at a high cost for recruiting, onboarding, training, and lost revenue. We helped them solve this issue by profiling their top performers and discovering that 90% fell into four biomarker categories. Now they can assess candidates and current agents to dramatically improve retention and productivity. They can also pre-assess candidates and improve resonance and response rates with profile-personalize messages created by our AI-powered platform, thereby ensuring the right people are in the right seats in the right way. They can also use AI and neuroscience to create personalized Communication Playbooks to improve collaboration, recruiting, and selling.
OBSOLETE
Most tests were invented decades ago and use text, which only appeals to 10% of your decision-making brain.
ANNOYING
Almost all are annoying, take 45-minutes, use either/or questions, and only have a 66% completion rate.
INVALID
Virtually none use neuroscience or AI, are mostly anecdotal, and have only 67% reliability.
EXPENSIVE
Nearly all tests are costly, complex, and may be legally risky given outdated DE&I questions and approach.
CAN'T ASSESS FOR TRUST
CUTTING-EDGE
Only HermanScience uses visual neuroscience that accesses 100% of your decision-making brain.
FAST
Our brains process images 60K times faster, so the CQ Assessment takes 9 minutes with a 97% completion rate.
VALID
Our visual neuroscience ensures an industry-leading 93% Cronbach's Alpha reliability.
AFFORDABLE
HermanScience removes DE&I bias, is EEOC compliant, legally safe & far less cost than most others.
ASSESSES FOR TRUST
Only HermanScience measures & improves these...
Soft skills and trust
Why are they now critical to talent success? LinkedIn and other studies show that a lack of soft skills can lead to 10X more bad hires than a lack of hard skills. No other assessment uses visual neuroscience to determine soft skills and trust.
Adaptability
Also known as Flexibility or Resiliency, this measures how well someone can adapt to fast-paced or stressful environments. It directly relates to the balance between norepinephrine and serotonin. Above is an actual assessment for top-performers on a 10-person team.
Communications
Individuals with highly analytical brains and high norepinephrine levels, for example, may use more complex language. This can skew their score if not considered. Above is an actual assessment for top-performers on a 10-person team.
Creativity
We may want everyone to be creative, but don't you want someone more practical versus creative for say, operations or finance? Creative types have lower serotonin, which may also make them more reactive. Above is an actual assessment for top-performers on a 10-person team.
Critical Thinking
Also known as Problem Solving, this relates to our analytical brain and norepinephrine levels, so this should be considered for less logical types with higher serotonin levels. Above is an actual assessment for top-performers on a 10-person team.
Reactivity
This relates to Emotional Intelligence, but neuroscience says creative types, for example, are more reactive--so we should adjust for this. High oxytocin is needed for high trust and emotional intelligence. Above is an actual assessment for top-performers on a 10-person team.
Temperament
This affects our Self-Motivation, Perseverance, and Emotional Intelligence and should be adjusted per profile type. High serotonin types will have higher temperament, but this may not be optimal for some positions. Above is an actual assessment for top-performers on a 10-person team.
Interactivity
High interactivity is optimal for some positions. Above is an assessment for a 10-person team. Note how #14 is low? This person is also low for Communications. Assessments validated that 90% of successful people for this role are extroverted and not analytical. This person is introverted and analytical, so perhaps not the best fit.
Trust
Trust is critical for any firm, but even more important for remote or hybrid workers. Clinical studies show that individuals with low oxytocin levels have difficulty trusting or working in high trust environments, so measuring brain oxytocin directly relates to trust. Above is an actual assessment for a 10-person team.
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