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

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.

Businesses that collect, analyze, and act upon their people data have more productive and engaged employees.

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.

Good communicators don’t just talk. If your tendency is to try to “win” conversations, curiosity will help balance out that tendency.

To stay productive when remote, you need clarity on what needs to be done, who needs to do it, and by when.

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.

Many people tend to think that they are self-aware just because they try to be mindful of the things they say, but that's not the case.

While managerial clarity is always important, in a period when so much else isn’t clear, its value is amplified.

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.

Managers who can stay calm and make good decisions in periods of high stress (easier said than done) will be at an advantage.

I’m giving you these comments because I have very high expectations and I know that you can reach them.

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

Companies spend too little time really understanding what makes their people unique and how this impacts their everyday work experience.