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

In uncertain times, candidate experience is more critical than ever.

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

The hard part about hiring for this role is that less extraverted candidates might have trouble “selling themselves” during the interview.

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

Candidates might be well-mannered during the interview, but remember—people are on their best behavior when they want to land a job.

As a leader, you want your development team to be successful both now and later.

The data showed high-performing employees share certain qualities that make them well-suited for the job.

Naturally, you want to find more people who are just like the top performers who sell the most cars, but replicating them may not be so easy

By defining the behavioral benchmarks of a position, organizations can save time and find the proverbial needle in the haystack even when th

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

But even with tight market conditions, talent optimization makes it possible to find the right talent for any opening you have.

crafting a job listing doesn’t have to be a horrible experience. Here are 14 tips to make your job descriptions more effective and powerful,

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

Ambition alone doesn’t mean someone is a great candidate for the role. You need to hire the right people to meet your revenue goals.

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

PI uses software to create the Job Target for you, providing written reports on your ideal candidate.

Just like Beane broke the mold in baseball, you can break the mold in your company by leveraging people data to make informed decisions.

While pre-hire personality assessments are getting more common, too many companies aren’t using that people data much after the hire.

Before you can attract a top-performing developer, it’s necessary to know what makes a top-performing developer.

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.