Accelerate Your Talent Future with Predictive Assessment!

Integrated Talent Management Requires Decision Analytics

Are you overwhelmed by the proliferation of HR-related technologies and analytics capabilities, as are many HR professionals? Like any disruptive technology, it takes time and commitment to sort through the possibilities, their benefits to the organization, appropriate talent strategies and effective implementation. Behavioral assessments are adapting to the new technologies but many assessment tools are simply that—resources to be utilized for narrow applications and specific needs. Change and innovation in the field are happening so fast that at times we need to just stop, evaluate processes/methodologies, and consider the ROI for adopting the new technologies and analytics.

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Universal Weather and Aviation: A Culture of Purpose

Texas Business Radio Interview: Sheryl Dawson on Talent Imperatives for Business Results!

Matt Register with Texas Business Radio interviews Sheryl Dawson, CEO Dawson Consulting Group on the pressing talent issues organizations face in an expanding economic environment.

Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least.  Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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Improving Accountability within the Workplace

Accountability

Forbes Magazine published an article on Accountability titled, “7 Ways to Build Accountable Organizations”. Within the article, the author posses the question:

Where do you need to invest your time and attention to build an environment of accountability?

This is a question many organizations ask themselves and consistently struggle to find the answer. A significant reason so many organizations are struggling to answer the question on accountability is because their primary focus is on process and they do not consider job fit.

The Forbes’ article on accountability effectively covers the core procedural elements necessary to be able to monitor and report on accountability: clearly defined job roles, mutually agreed upon tasks, positive incentives, consistent reviews, etc. However, the article like many other periodicals on accountability overlooks the significance of job fit.
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