Predicting Success: Evidence-Based Strategies To Hire The...
Make the right hires every time, with an analytical approach to talent Predicting Successis a practical guide to finding the perfect member for your team. By applying the principles and tools of human analytics to the workplace, you'll avoid bad culture fits, mismatched skillsets, entitled workers, and other hiring missteps that drain the team of productivity and morale. This book provides guidance toward implementing tools like the Predictive Index™, behavior analytics, hiring assessments, and other practical resources to build your best team and achieve the best outcomes. Written by a human analytics specialist who applies these principles daily, this book is the manager's guide to aligning people with business strategy to find the exact person your team is missing.An avalanche of research describes an evolving business landscape that will soon be populated by workers in jobs that don't fit. This is bad news for both the workers and the companies, as bad hires affect outcomes on the individual and organizational level, and can potentially hinder progress long after the situation has been rectified.Predicting Successis a guide to avoiding that by integrating analytical tools into the hiring process from the start.Hire without the worry of mismatched expectationsApply practical analytics tools to the hiring processBuild the right team and avoid disconnected or dissatisfied workersStop seeing candidates as "chances," and start seeing them as opportunitiesAnalytics has proved to be integral in the finance, tech, marketing, and banking industries, but when applied to talent acquisition, it can build the team that takes the company to the next level. If the future will be full of unhappy workers in underperforming companies, getting out from under that weight ahead of time would confer a major advantage.Predicting Successprovides evidence-based strategies that help you find precisely the talent you need.
Table of Contents
CHAPTER 1 HOWTO START 1 The Blame Game 2The Office Paradigm, Revised 2The Awakening 4The Cost of a Bad Hire 5Why Things Fail 7Group Therapy 8CHAPTER 2 HOW TO BREAK ANALYSIS PARALYSIS 11 CHAPTER 3 HOW TO LEAD 19 Allowing the Employees to Be the Best Versions of Themselves 21Third-Box Thinking 23Measure It, Then Do It 24Using Behavior Analytics to Produce a Better Leader 26What Is Predictive Index™ (PI™)? 27Effective Feedback Is a Second Paycheck 31Do as I Do 32Everyone’s a Leader 33Cultivating Principals 34National Telcom Company Example 36More Than Money 38Self-Development Rules 39Listening to the Results 40The Leader as Introvert 41Using Workforce Analytics to Find Your Next Leader 43CHAPTER 4 HOW TO FOLLOW 47 What the Birds Know 48Following Types: People Styles Meet the Facebook Crowd 49The Hierarchy-Free Ideal 50Better Together 52Building Smarter Teams 54Putting Teams to the Test 55Talk About It 56CHAPTER 5 HOW TO DECIDE 59 Timing Is Everything 60Facing the Unknowns 60Brain Science’s Decision-Making Play 61Instinct Favors Intricacy 63Decision-Making, Deconstructed 65Evidence Beats Opinion 67Decision-Making Tactics 68Making a Decision with Every Tool Engaged 69Decision by Job Interview: Insufficient 69Why Cognition Matters 71PLI™: For More Than Hiring 72CHAPTER 6 HOW TO PERSUADE 75 The Role of the Subconscious 76Speaking from the Corps 77Emulating Emo 77The Stanford Prison Experiment 79Asking for More 80The Forbes List 82CHAPTER 7 HOW TO COMMUNICATE 89 Communication Rules 90Do Unto Others 91Case Study: Communication at Stanley Manufacturing, Toronto, Canada 92Simplicity above All 93Body Language Speaks Volumes 94Communicating with Your Ears 95Building Trust through Communication 96Communication Tactics 99Communications Leader, Lead Thyself 99Barriers to Communication 101Communication Tips 102CHAPTER 8 HOW TO ASSESS 105 Case Study: The Big Brothers Big Sisters™ Organization 106The Science of Human Resources 107United States Government (EEOC) “Rules of the Road” for Using Testing 107Behavioral Assessments 109Putting Behavior Analysis on Ice 111Selling Apple Pie to Americans 113Motivation and Human Behavior 114Asking Questions: Behavioral Surveys 116Business Applications of Behavioral Science 117Behavioral Assessments in Reverse 120An Assessment of Behavioral Assessments 121Picking a Behavioral Assessment Approach 123The Productivity Ambition Matrix 124CHAPTER 9 HOWTO ENGAGE 127 The Engagement Anxiety 127Defining the Engaged Employee 128Why Is Engagement Important? 129Employee Engagement: A How-To 131The Role Behavior Analyses Have to Play 135Share the Wealth 136The Microsoft Example 138Employee Engagement in Down Times 139CHAPTER 10 HOW TO RESOLVE 143 The Cost of Conflict 144Conflict Is “Good” 145The Psychology of Conflict 147Laughter’s Long Legacy 148Think About It 149The Predictive Index™, Explained 150The ISAT™/SSAT™, Revealed 152On-Ice Application 154The Predictive Index™ and the Social Profit World 155Transitioning from Boredom to the Top 156Leadership Development and Deconflicting 157Conflict 101 158Stories of Success 159Making the Perfect Pick 162CONCLUSION: HOW TO FINISH 163 Intergenerational Management 164Identifying Your Pink Dolphins 166EQ: The Missing Link in Employee Testing 167Necessary Endings 169INDEX 173