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

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.

Extraversion is the drive for social interaction with other people.

Patience is the drive to have consistency and stability in one’s environment.

Talent optimization is a four-part discipline that details what’s required for aligning your business strategy and your talent strategy so y

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

People data covers a broad scope. While you might want to home in on one area—such as employee sentiment or candidate experience—consider ot

They don’t consider the employee’s natural talent or training to perform at the next level.

Once you’ve nailed the skill, personality and cognitive requirements of the position, it’s time to create a compelling job post.

What value do such assessments provide? How do they impact candidates? And, in general, should they even be used?

It’s the learning ability of the employees who lead and work in the organization that is the ultimate competitive advantage.

Writing a job description that leads to a great hire takes more than researching similar job postings or editing your past job listings.