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

Today’s top talent may not want anything different from their predecessors—they’re just in a better position to get what they want.

Are you overwhelmed with the number of job openings in your organization? Do you feel like you need to fill all the jobs, right now? If...

Before taking action, make sure your leadership team is aligned on a goal.

Altering processes can cause disruption—especially in organizations where employees have maintained positions for more than 10 years.

High-performing companies look beyond the briefcase. A resume reveals nothing about a person’s values, passions, interests & beliefs.

Did you know that Google has a team whose only job is to find a way to disrupt Google’s current business model? We can learn a lot from that

Having honest DEI discussions is only the first step in a larger movement. Once you’ve solicited feedback, there’s a much tougher step ahead

For companies that fail to invest in D&I initiatives, the risks are great.

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

To be resilient means to be able to return to your original shape after being bent, stretched, or pressed. “Resilience” is being used now...

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

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.

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

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

OKRs should serve as a guide. They are not a to-do list or project planning document.

There comes a point in every business when something happens that radically changes how the business operates: Leaders start to implement pr

People are your most expensive and most valuable assets. Yet only 4 in 10 health care companies have a talent strategy.

All companies think about and struggle with Corporate Identity.

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.

Formality is the drive to conform to rules and structure.