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

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

Inclusion is different from diversity. Simply hiring a diverse candidate base is not enough to positively impact a company.

Trusting your gut might seem like a decent way to make a hiring decision, it’s not the way to ensure you’ll end up with the best person...

Making the right hire can boost performance and results—and making the wrong hire is a mistake that costs your organization time and money.

Onboarding means getting them immersed in your culture, your core values, your beliefs, performance expectations, technology, everything!

Quantitative data and technology provides hiring managers with the ability to leverage data to predict candidate job-fit.

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

Education has almost no correlation with job performance. In fact, education provides only 1% predictive ability. That’s it – 1%.

The PI Behavioral Assessment measures of four primary drivers of workplace behavior on three different domains.

It is up to you, to make sure that you understand, cognitively how they think, learn, and process information.

Sales is about aligning a group of people to deliver business results.

Frank L. Schmidt found that cognitive ability explains, on average, a whopping 42% of job performance!

When it comes to hiring, we all want the best, but what is this list of must-haves really doing for your organization?

As Billy Beane said in his keynote address, “Your eyes and your gut will fail you.” A lot of what matters isn’t visible.

Even if all your employees are good at what they do, they can’t achieve all that is possible if they aren’t empowered to work together.

Don’t listen to your gut. While trusting your gut may have served you in the past, it’s not a hiring tool you should be relying on.

According to Casey, focusing on optimizing talent is paying off. With an attrition rate well below the industry average of 21.4%.

Hiring managers in the construction industry share a common problem: There’s not enough skilled labor to go around.

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.