Keep up to date with all things Talent Optimization, including people tips and tons of hiring information. 

Meyers Briggs vs. Predictive Index

Get excited. Your dream team is finally within reach.

Talent optimization is a discipline top CEOs follow to align their business strategy and their talent strategy for optimal results.

The Competing Values Framework was developed in 1983 by Robert E. Quinn and John Rohrbaugh as a model of organizational culture.

Here’s everything you need to know if you’re trying to decide between PI and DiSC.

JazzHR can now integrate with The Predictive Index! Both JazzHR and PI offer no-cost access to our APIs to support integrations

Landing a job because of your faked personality test results is nothing short of self-sabotage.

Job experience or having a positive “gut feel” about someone doesn’t mean they’ll be successful in the role.

Understanding the natural drives and needs of your people will allow you to identify the best behavioral style and patterns.

A surprising amount of data supports pre-hiring assessments to boost engagement and reduce turnover.

A charming personality is a plus for sales reps, of course, but alone it doesn’t mean much.

Conclusion—and takeaways. Based on past validity and reliability studies, coupled with these new findings, signs point largely to yes.

Hiring for a sales team is always a challenge. That’s doubly true with BDRs, who tend to be earlier on in their careers.

DiSC Personality Profile is delivered via a forced-choice rating-scale and the PI Behavioral Assessment is delivered as a free-choice.

understanding the science behind a workforce assessment system can have a dramatic impact on the success of your company.

My attempts to find a job the usual way—by submitting a resume and cover letter online and waiting for a phone call—were fruitless.

According to the National Center for Transgender Equality, non-binary is a term for everyone who doesn’t fit neatly into the categories of..

The high-formality employee takes a diligent and serious approach to her work. She is conscientious about getting things right, and...

An employee with high-extraversion has a sincere interest in people. Interacting with others energizes the high-extraversion worker.

A high-patience employee is calm, stable, and steady. He’s unhurried in his work, and he’s content to perform routine tasks over a long peri