How do you identify potentially damaging behaviors that impact your job performance and personal productivity? As a leader, how do you work with your team to improve their performance? How do you identify a new understanding and a pathway to corrective action or at least improvement? A validated behavioral assessment that measures the full spectrum of suitability and emotional intelligence factors that underlie our behavior can have some great benefits. It's a key element if you want to optimize your talent decision support capabilities.
Contributed by Michelle Serra on 20th of February 2019 09:48:01 AM
Augmented reality allows you to create an experience that immerses a learner or decision maker with visual "information" to be more effective. How might you augment reality to support individual hiring decisions? Augmented Reality typically combines data, images, sound, movies, databases, social media, and the web and expands them digitally to facilitate more effective learning and decision-making. A key issue with a hiring type decision is bias and many of these options, if not done carefully, would actually increase bias. What's missing from many conventional and non-conventional hiring and selection processes is the job-relevant baseline information which allows you to compa
Contributed by Michelle Serra on 11th of February 2019 01:12:06 PM
Benchmarking your jobs so you can make better people decisions and understand best how to achieve high performance is not a simple task; however with some assists from technology, it is now an efficient high payback process. Lead consultant, Alan Hoffmanner explains in the following video how best to go about this...
Contributed by alan on 28th of January 2019 12:09:02 AM
Invested in training new salespeople or reps, only to find that they achieved poor results when it came time to get to work (Knowledge is not necessarily power unless accompanied by the right capabilities).
Unfortunately, making bad people decisions is not uncommon due to the way most companies manage their talent acquisition processes. For a couple decades repeated studies have shown the exorbitant cost to these mistakes typically centering around 3 times the annual salary or between one hundred and two hundred thousand dollars each time. Many of the costs are hidden in the short term but they are still there. Some of the factors that contribute to this include:
Lying on resumes and exaggerating skill sets are prevalent - studies have indicated over 80% of resumes contain at least one significant lie.
Impressive credentials can create bias relating to overall qualifications or real weaknesses.
Most candidates have prepared well to sell themselves and it's not that hard to "perform" for 60 minutes but that performance may have little to do with actual job performance.
Background checks are not designed to uncover reveal character flaws
Often candidates with horrible track records but some good short term "performances" in interviews can get chosen. One key reason
For the last decade, most U.S. employers advise their employees to avoid true negative feedback during a reference check due to litigation concerns. Reference checks serve a role but a very minor one.
To ensure your search results in a high performer, most would agree, you need an objective assessment of the candidates ability to be a high performer. High performance is a function of a number of things including natural tendencies, motivational factors, task factors, decision styles, interests, tolerances, work preferences, other patterns of behavior (i.e. interpersonal factors) and for many higher level jobs, leadership effectiveness factors. All of these things can be measured accurately, related to the behavior of high, average and low performers in a similar job and used through a scientific assessment to determine whether a person will have a high or low probability of being a high performer.
Contributed by alan on 11th of January 2019 12:48:09 PM
Automation of work processes (whether through AI and machine learning and/or through physical robots) will replace many lower skilled workers but the jobs created will more than offset these. The key caveat is that these jobs will require the workers to excel at teamwork, adaptability and complex problem solving. The latter certainly involves some cognitive and quantitative problem solving but all three involve a heavy dose of social/interpersonal and personal effectiveness goals since so much of the problem solving will involve not just data from machines but input from people - customers, managers, colleagues, suppliers… These conclusions are based on studies sponsored by
Contributed by alan on 24th of October 2018 12:25:32 PM
The War for Talent has been talked about since the early 2000's but with the recession and slow growth, many industries didn't even perceive it, but heading into 2020, I think most will agree it is pervasive and real.
Causes include a combination of several factors including the following:
Contributed by Charlene Castillo on 20th of July 2018 01:55:23 PM
In part one, we discussed 5 of the pitfalls that impact talent decisions. Here we'll discuss 3 more and draw some overall conclusions.
Failure to detect deception: We tend to like or favor those who are like us and other proven biases often prevent us detecting that we are being deceived. Good preparation, good storytelling, sociability, good acting - all are things that can accentuate bias and prevent detection from being detected. Most importantly, for the most part, good interviewing doesn't necessarily mean good performance on the job.
Contributed by alan on 5th of July 2018 01:24:55 PM
Shortages for quality people, rather than being highly variable, are now affecting nearly every industry and type of worker with few exceptions. From our experience in talking with dozens of HR/Talent organizations across the US each week, in figures from the Bureau of Labor Statistics and in a number of articles in the Wall Street Journal in the last 3 months, like today's article, In this job market, Quitters are Winning, the talent shortage (and from another perspective, Talent War) is here and here to stay.
Contributed by Charlene Castillo on 16th of June 2018 03:51:36 AM
People Decisions are the foundation of what makes an organization successful and that has been true and will be true in 2020 and beyond. Take a look at how people decisions are made and you will find all kinds of problems (disguised as opportunities) that lead to less than desirable results.
Consider what we've seen in our experience and consider the research by Dr. Lazarus on significant strategic Decision making pitfalls and their implications on people decisions.
Contributed by Michelle Serra on 9th of March 2018 10:56:45 AM
