Predicting success : evidence-based strategies to hire the right people and build the best team

**Make the right hires every time, with an analytical approach to talent**__Predicting Success__ is 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 Success__ is a guide to avoiding that by integrating analytical tools into the hiring process from the start. * Hire without the worry of mismatched expectations * Apply practical analytics tools to the hiring process * Build the right team and avoid disconnected or dissatisfied workers * Stop seeing candidates as "chances," and start seeing them as opportunities Analytics 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 Success__ provides evidence-based strategies that help you find precisely the talent you need. Cover 1 Title Page 5 Copyright 6 Contents 9 Chapter 1 How to Start 17 The Blame Game 18 The Office Paradigm, Revised 18 The Awakening 20 The Cost of a Bad Hire 21 Why Things Fail 23 Group Therapy 24 Chapter 2 How to Break Analysis Paralysis 27 Chapter 3 How to Lead 35 Allowing the Employees to Be the Best Versions of Themselves 37 Third-Box Thinking 39 Measure It, Then Do It 40 Using Behavior Analytics to Produce a Better Leader 42 What Is Predictive Index® (PI®)? 43 Effective Feedback Is a Second Paycheck 47 Do as I Do 48 Everyone's a Leader 49 Cultivating Principals 50 National Telcom Company Example 52 More Than Money 54 Self-Development Rules 55 Listening to the Results 56 The Leader as Introvert 57 Using Workforce Analytics to Find Your Next Leader 59 Chapter 4 How to Follow 63 What the Birds Know 64 Following Types: People Styles Meet the Facebook Crowd 65 The Hierarchy-Free Ideal 66 Better Together 68 Building Smarter Teams 70 Putting Teams to the Test 71 Talk About It 72 Chapter 5 How to Decide 75 Timing Is Everything 76 Facing the Unknowns 76 Brain Science's Decision-Making Play 77 Instinct Favors Intricacy 79 Decision-Making, Deconstructed 81 Evidence Beats Opinion 83 Decision-Making Tactics 84 Making a Decision with Every Tool Engaged 85 Decision by Job Interview: Insufficient 85 Why Cognition Matters 87 PLI®: For More Than Hiring 88 Chapter 6 How to Persuade 91 The Role of the Subconscious 92 Speaking from the Corps 93 Emulating Emo 93 The Stanford Prison Experiment 95 Asking for More 96 The Forbes List 98 Chapter 7 How to Communicate 105 Communication Rules 106 Do Unto Others 107 Case Study: Communication at Stanley Manufacturing, Toronto, Canada 108 Simplicity above All 109 Body Language Speaks Volumes 110 Communicating with Your Ears 111 Building Trust through Communication 112 Communication Tactics 115 Communications Leader, Lead Thyself 115 Barriers to Communication 117 Communication Tips 118 Chapter 8 How to Assess 121 Case Study: The Big Brothers Big Sisters® Organization 122 The Science of Human Resources 123 United States Government (EEOC) "Rules of the Road" for Using Testing 123 Behavioral Assessments 125 Putting Behavior Analysis on Ice 127 Selling Apple Pie to Americans 129 Motivation and Human Behavior 130 Asking Questions: Behavioral Surveys 132 Business Applications of Behavioral Science 133 Behavioral Assessments in Reverse 136 An Assessment of Behavioral Assessments 137 Picking a Behavioral Assessment Approach 139 The Productivity Ambition Matrix 140 Chapter 9 How to Engage 143 The Engagement Anxiety 143 Defining the Engaged Employee 144 Why Is Engagement Important? 145 Employee Engagement: A How-To 147 The Role Behavior Analyses Have to Play 151 Share the Wealth 152 The Microsoft Example 154 Employee Engagement in Down Times 155 Chapter 10 How to Resolve 159 The Cost of Conflict 160 Conflict Is "Good" 161 The Psychology of Conflict 163 Laughter's Long Legacy 164 Think About It 165 The Predictive Index®, Explained 166 The ISATTM/SSATTM, Revealed 168 On-Ice Application 170 The Predictive Index® and the Social Profit World 171 Transitioning from Boredom to the Top 172 Leadership Development and Deconflicting 173 Conflict 101 174 Stories of Success 175 Making the Perfect Pick 178 Conclusion: How to Finish 179 Intergenerational Management 180 Identifying Your Pink Dolphins 182 EQ: The Missing Link in Employee Testing 183 Necessary Endings 185 Index 189 EULA 195

Make the right hires every time, with an analytical approach to talent

Predicting Success is 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 Success is a guide to avoiding that by integrating analytical tools into the hiring process from the start.

• Hire without the worry of mismatched expectations
• Apply practical analytics tools to the hiring process
• Build the right team and avoid disconnected or dissatisfied workers
• Stop seeing candidates as "chances," and start seeing them as opportunities

Analytics 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 Success provides evidence-based strategies that help you find precisely the talent you need.

Make the right hires every time, with an analytical approach to talent Predicting Success is 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 Success is a guide to avoiding that by integrating analytical tools into the hiring process from the start. Hire without the worry of mismatched expectations Apply practical analytics tools to the hiring process Build the right team and avoid disconnected or dissatisfied workers Stop seeing candidates as "chances," and start seeing them as opportunities Analytics 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 Success provides evidence-based strategies that help you find precisely the talent you need. "An avalanche of research describes an evolving global business landscape that will soon be populated by workers in jobs for which they are "mismatched," workers who live with an entitled view, and disconnected workers whose skills aren't properly taken advantage of. There has never before been such a fierce need for human analytics in the workplace, and in work-life balance. This is what opportunity looks like. David Lahey's book is the manager's guide to finding the perfect candidate for your team, by basing hiring on evidence and analytics. Learn to implement the Predictive Index, behavior analytics, hiring assessments, and other practical tools to create your best business"--|cProvided by publisher "An avalanche of research describes an evolving global business landscape that will soon be populated by workers in jobs for which they are "mismatched, " workers who live with an entitled view, and disconnected workers whose skills aren't properly taken advantage of. There has never before been such a fierce need for human analytics in the workplace, and in work-life balance. This is what opportunity looks like. David Lahey's book is the manager's guide to finding the perfect candidate for your team, by basing hiring on evidence and analytics. Learn to implement the Predictive Index, behavior analytics, hiring assessments, and other practical tools to create your best business"-- Provided by publisher