This recent article from the SHRM Quarterly highlights the importance of going well beyond the resume in your hiring selection processes. It points out the usefullness (and importance) of cognitive and behavioral assessments in the hiring process. As a certified Predictive Index consultant, I can bring these tools to your organization. https://lnkd.in/e7QAKWYv
How to use cognitive and behavioral assessments in hiring
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The labor market is sending mixed signals: slowed job growth, rising unemployment, and growing candidate frustration with the hiring process. But challenges like these also open doors for new thinking. Employers who adapt now will be the ones positioned for long-term success. Find out more in this week's edition of the Need to Know from Kelly
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Anthony Scaramucci makes a critical point here about removing "shoulds" and "oughts" to get over disappointment. This connects directly to a core leadership principle: Success is often about the groundwork that puts you in the right place at the right time. We call this "luck." The "shoulds" and "oughts" Scaramucci mentions are a sign that we didn't do the groundwork needed to put us on an intercept path with opportunity. We like to attribute that failure to being "unlucky," when it was often a failure on our part to prepare properly. When you remove "should" and "ought" from your vocabulary and replace them with "do" or "did," you'll be surprised at how much "luckier" you become.
Two words you must avoid. From my interview with Anthony Scaramucci — out now on First Time Founders.
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Some of the most powerful industry insights don’t happen on stage. They happen around a small table. In our recent interviews, members told us they crave more small-format forums to connect, go deeper, and stay in tune with what’s happening across the state. At CARW, we’re always exploring how to create more purpose-driven, small group connections, especially for next-gen leaders and professionals looking to grow beyond traditional networking. What format helps you build the most meaningful relationships in CRE?
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Gain expert insights about how to navigate technology challenges, drive business results, and scale technology strategy. 🔗 Read the full interview: https://lnkd.in/er5UMCvX #FortiumPartners #TechnologyLeadership #CIO #DigitalTransformation #BusinessStrategy #LeadershipInsights
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“You've got to start with the customer service and work backwards to the technology. You can't start with the technology and try to figure out where you are going to sell it!” — Steve Jobs After spending the last two weeks at the largest staffing and recruiting conferences… this quote kept echoing in my mind. So many demos looked amazing: slick interfaces, polished videos, cutting-edge AI; yet most solutions missed the point: 🚫 Less than 10 % of candidates actually complete their AI interviews. 🚫 Recruiters still rely on keyword searches to pre-select résumés. 🚫 “Time savings” quickly disappear once variable tech costs pile up. ISA was built differently. Born inside ASAP Staffing Services, ISA was created to solve the broken recruiting cycle, not just digitize it. 💡 ISA interviews 70 %+ of all applicants, surfacing talent that would’ve been filtered out by keyword tools. 💰 Flat $149 per job, unlimited interviews, and hundreds of actionable data-points recruiters can trust. Start with the candidate experience. Work backward from there. That’s what real innovation looks like. https://lnkd.in/e9AGJyAy #THEIAJOBS #InterviewSmartAgent #AIThatWorks
Steve Jobs Insult Response - Highest Quality
https://www.youtube.com/
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I must admit at the outset that I am not a big proponent of focus groups, perhaps because I have seen so many bad examples of them. This, of course, does not mean that the technique itself has no value. This article is about what you can do to improve the quality of insights you get from your focus group research. 👉https://ow.ly/xfai50X7I7Z #CustomerNeeds #DepthInterview #MarketResearch #CustomerInsights #InsightfulResearch #CustomerFeedback
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"We'll have insights in two weeks." They say. Week 1: Recruiting the right participants (who aren't right). Week 2: Running groups with professional respondents. Week 3: "Just a few more sessions for clarity." Week 4: Analysis and deck building. Week 6: Insights that were relevant six weeks ago. Meanwhile, your competitor launched. Our Simbions? Recruited in hours. Insights in days. Always-on for follow-ups, with perfect memory of your previous conversation so you can pick right up. Because simulated people don't need scheduling, incentives, or recruitment. Speed isn't our differentiator. Speed with psychological authenticity is.
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CAREER GAPS IN TODAY’S MARKET Jasmine Escalera, Career Expert with LiveCareer explains why the No Gap CV is a thing of the past. https://lnkd.in/e4sbB5Gh
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What does it take to lead through change? Fortium Partner Maureen Minard shares insights on strategy, alignment, and transformation. 🔗 Read the full interview: https://gag.gl/hEMjhH #TechnologyLeadership #ExecutiveLeadership #DigitalTransformation #BusinessGrowth #FortiumPartners #StrategicLeadership #CIOInsights #LeadershipInterview
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A high quality cognitive assessment will provide indications of someone's ability to learn. Pair that with a behavioral assessment to understand a person's natural and preferred working and communications styles and you have insights that go far beyond the resume and inconsistent interviewing practices. In our world of accelerating change and uncertainty, these insights can make your staffing decisions more effective.