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Your go-to job application is about to get you sued. Time for an application revamp!

Sales people with higher cognitive ability can quickly learn and understand the features and benefits of new products or solutions.

General cognitive ability tests are used to assess a person’s learning ability and are among the best predictors of job success.

A job description may be the first time any candidate will encounter your brand, so you want to put your best foot forward.

Formality is the drive to conform to rules and structure.

Diagnose people problems, design great teams and cultures, hire more purposefully, and inspire and manage people to the top of their game.

Extraversion is the drive for social interaction with other people.

Business leaders need to be like Spider-Man to outpace the competition; being average doesn’t cut it.

If you’ve ever searched for a job, you know that not all job descriptions are well written.

Signing bonuses aren’t a sustainable solution to the transportation talent shortage.

A large part of employee turnover is connected to bad hiring decisions. Fortunately, this can be avoided.

Poor job fit disrupts employee engagement. In fact, poor job fit is one of the four forces of disengagement.

Once you understand the working relationships at your company, you can more accurately predict who’s a must-have hire and who’s unlikely...

While some companies choose either behavioral or cognitive assessments, there are benefits to using both during the pre-hire process.

Hiring managers ask culture fit interview questions as part of the hiring process to determine alignment between candidates and corp culture

Dominance is the drive to have control over or make an impact on one’s environment.

Use cognitive assessments to make sure your talent is able to learn fast and adapt to change.

Hiring mistakes not only waste time and money, they can contribute to low company morale.

The sole purpose of strategic workforce planning is to ensure your workforce is aligned with your business objectives.

By predicting team dynamics in advance of the applicant selection process, HR leaders and hiring managers can make strategic, data-backed hi