Strategic HR Starts with Speaking the CFO’s Language

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This is The Real Reason HR Struggles to Win Executive Buy-In.

As a senior HR leader, you instinctively understand the impact of your initiatives – improved morale, reduced turnover, and a more skilled workforce. These qualitative outcomes are often difficult to translate into tangible business outcomes, and the kind that resonates with the C-suite can often feel like an uphill battle.

You’re not alone. Industry reports consistently highlight this challenge: demonstrating the direct link between HR metrics and the bottom line.

Think about it: you champion a crucial leadership development program. You see the engagement, the positive feedback. But, when it comes time to demonstrate ROI, do you have the statistical data that truly tells the story of its business impact?

Here’s the strategic shift more HR leaders are embracing: moving beyond anecdotal evidence to quantifiable impact. The key lies in understanding your people strategically and leveraging tools that provide objective insights into the skills and potential directly relevant to your organisation’s success.

Imagine being able to pinpoint the precise leadership competencies relevant to your organisation that directly correlate with team productivity before launching that development program.

This level of insight enables more targeted initiatives and, crucially, allows you to measure the impact on key business drivers.

Connecting HR to the Bottom Line: A Practical Approach

Speaking the language of finance doesn’t need to be complex. It’s about clearly demonstrating how your HR programs influence the metrics the executive team cares about. Consider this simplified framework:

  1. Identify the Business Challenge: What specific problem is your initiative aiming to solve (e.g., slow project completion times, high attrition in a key department)?
  2. Define Measurable Goals: What tangible improvements are you aiming for (e.g., reduce project timelines by X%, decrease turnover by Y%)?
  3. Track Key Metrics: Implement systems to consistently measure the relevant data points before and after your initiative.
  4. Quantify the Impact: Translate the improved metrics into financial terms. For example, A reduction in project completion time might mean increased revenue potential or resource savings. Another example, a lower turnover often results in reduced recruitment and onboarding costs.
  5. Calculate the ROI (Simple Formula): ROI = (Benefit−Cost) ÷ Cost × 100

By focusing on these steps, you move from simply describing “better leaders” to demonstrating measurable outcomes through improved efficiency or reduced costs. This data-driven approach elevates HR from an operational function to a strategic partner directly contributing to organisational growth.

The ability to articulate HR’s financial impact isn’t just about justifying budgets; it’s about securing future investment and solidifying HR’s role as a vital driver of business success. The future of HR leadership demands that we validate our people strategy with demonstrable ROI.

Ready to explore tools that can help you quantify your HR impact? Discover your strategic HR advantage here: www.greatpeopleinside.com.au

Navigating Uncertainty: 3 ways to avoid costly hiring errors

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The volatile global landscape amplifies the risk of bad hires, making reliable candidate assessment paramount.

 

While no one aims to hire poorly, it happens with frustrating regularity, why is that?

 

Experts tell us its due to factors like flawed processes, time pressure, bias, poor interviewing, and insufficient reference checks.

 

However, a key contributor is the use of wrong assessments. An HBR study highlights that 80% of employee turnover stems from poor hiring decisions.

 

Alarmingly, many companies use generic assessments unsuited for pre-employment screening; tools like Myers-Briggs, while useful for development, aren’t validated predictors of job performance.

 

The Limitations of a Generic Approach

 

Your job descriptions aren’t one-size-fits-all, so why should your candidate assessment be? Generic psychometric tests offer broad insights but lack the specific lens to evaluate candidates for your unique roles.

They might reveal general personality or cognitive abilities but often miss crucial role-specific competencies, emotional intelligence, behaviours, and motivations that drive success.

 

The Price of Inaction

 

Ignoring tailored assessments carries a significant cost. Hiring failures can cost businesses 30% to 60% of the departing employee’s salary. Relying on generic tools risks misjudgements, leading to lost productivity, decreased morale, and the costly rehiring cycle. Its frustrating, you invest in onboarding someone ultimately unsuitable because the initial assessment lacked precision.

 

The Power of Precision: Tailoring Talent Identification

 

The solution lies in customisation. Tailoring psychometric tests aligns them directly with each job’s specific demands through:

 

  • In-depth Job Analysis:Using technology to pinpoint crucial skills, knowledge, and abilities

 

  • Targeted Competency Mapping: Clearly defining vital competencies for high performance.

 

  • Strategic Dimension Selection and Adaptation: Precisely choosing psychometric dimensions to measure identified deliverables and competencies.

 

The Tangible Benefits of a Tailored Approach

 

Using bespoke assessments yields significant returns:

 

  • Perfect Fit, Not Nearest Fit:Customisation dramatically improves matching candidates to specific job requirements, focusing on what truly matters for success.

 

  • Tailored to Organisational Culture & Performance:Bespoke assessments better predict job performance by measuring role-relevant competencies and cultural fit, leading to higher satisfaction and potentially 15% lower turnover over five years for companies prioritising culture.

 

  • Reduced Hiring Bias:Focusing on objective, job-related criteria mitigates unconscious bias, ensuring merit-based decisions.

 

  • Enhanced Accuracy and Candidate Experience:Tailored assessments reduce irrelevant “noise,” providing a clearer suitability picture and improving candidate engagement. Well-validated psychometric assessments can boost employee performance by 24%.

 

  • Optimised Talent Development:Tailored assessments identify development needs for new and existing employees, enabling targeted training.

 

Remember, your job descriptions and culture are unique. Shouldn’t your psychometric tests be too?

Ready to eliminate hiring guesswork? Request a free trial today to see how tailored assessments can safeguard your team — learn more at www.greatpeopleinside.com.au

Data-Driven HR Is Not Enough

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This article explores the pitfalls of relying solely on data or metrics and highlights the critical difference between being data-driven and data-informed. It advocates for a deeper, more contextualised approach: data-informed HR, which leads to more strategic, ethical, and impactful decisions.

From recruitment to leadership development, the article shows how real-time, contextual insights can help HR leaders navigate complexity and unlock better outcomes. It also demonstrates the real-world impact of tools like Great People Inside’s GR8PI platform, which enables organisations to improve hiring success, reduce turnover, and drive measurable business results through tailored, people-focused intelligence.

Read on to discover how your organisation can move beyond the numbers and use data with greater purpose and precision.

Read more

AI is Here: Is Your Business Thriving or Surviving?

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We have all seen firsthand the seismic shifts impacting our workplaces. The rise of AI is no longer a futuristic fantasy; it’s here, transforming how we operate and demanding a smarter approach to our most valuable asset – our people. In this muddled chaotic world having the best people that are the right job fit and have a strong cultural alignment is more critical than ever.

For too long, hiring and development decisions have relied heavily on personality tests, subjective interviews and gut feelings. While experience counts, in today’s insight-driven world, can we afford to leave such crucial decisions to chance? The answer, unequivocally, is no.

That’s where reliable valid robust psychometric assessments come in, offering objective insights that go beyond the surface. In fact, a study by the Society for Industrial and Organizational Psychology revealed that companies employing psychometric assessments witnessed a 29% increase in productivity and savings of approximately $1.7 million annually per 1,000 employees.

Let me share a story about a client of ours we’ve been working with for 12 months. This thriving SME distributor based in Sydney,  like many businesses realised the importance of promoting leaders from within, upskilling their people and making successful hires.

However, like many businesses, they were grappling with these very challenges. Despite a dedicated HR team and experienced operational managers, they were enduring a plateau in growth and mismatches in their new recruits.

Having trialed GPI, the client decided to partner with us to implement our assessment technology, as they were impressed by our ability to:

  • Precisely tailor assessments to their needs
  • Delve deep into individual capabilities, personality traits, and values.
  • Give their team simple tools to evaluate job fit and cultural compatibility

Following consultation we focused on 3 key areas:

  1. Identifying Future Leaders

By assessing key leadership competencies and potential within their existing workforce, our client was able to pinpoint high-potential employees who might have been overlooked through traditional performance reviews and gut feel alone. This allowed them to create targeted development programs, nurturing internal talent and ensuring a strong leadership pipeline for the future.

  1. Clear Understanding of Training Needs

Instead of broad, generic training programs, the assessment highlighted specific skill gaps and development areas within different teams. This enabled our client to tailor their training initiatives, investing resources where they would have the most significant impact on individual and organisational performance. The result? More engaged employees who felt their development was truly valued and relevant.

  1. Increased Hiring success

Finally, and perhaps most crucially, GPI assessments significantly improved their hiring success rate and early failure rate. By incorporating  assessments into their recruitment process, they were able to use objective data to predict candidates’ suitability for specific roles and their alignment with the company’s culture. This went beyond the resume and interview, providing insights into how candidates were likely to perform and integrate within the team. The feedback was remarkable – new hires onboarded faster, were more productive from the outset, and demonstrated a stronger commitment to the company’s values.

 

Keeping Humanity in HR

This success isn’t unique. In an era where AI is transforming the very nature of work, understanding and retaining the human element is paramount. GPI assessments offer a powerful, data-driven approach to ensure you have the right people in the right roles, fostering a thriving culture and driving your organisation towards greater success.

It’s time to move beyond “gut feel” and embrace the tried and tested power of GPI psychometrics to build a resilient and future-ready workforce. Isn’t it time you explored how GPI assessment can help your business reach its full potential?

Learn more: www.greatpeopleinside.com.au

 

 

Do you suffer from indecision?……sometimes… second thoughts… maybe not.

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We’ve all been there: standing at the crossroads of “yes” and “no” while a little voice whispers,

“What if this is the wrong choice?”

Indecision can feel like a heavy fog, but here’s the good news: Effective communication and decision-making are intertwined. Strong communication skills are essential for gathering information, sharing perspectives, and effectively communicating decisions to the team. Similarly, effective decision-making requires clear and concise communication to ensure that everyone understands the rationale behind the decision.

Leaders especially must be able to clearly articulate their vision, inspire their teams, and make informed decisions that align with the business goals.

Studies tells us the attributes that great communicators and decision makers possess:

What Makes an Effective Communicator?

  • Clarity and Conciseness: They can articulate their thoughts and ideas clearly and concisely, ensuring that their message is understood by all team members.
  • Active Listening: They actively listen to the input and perspectives of others, demonstrating empathy and understanding.  
  • Strong Interpersonal Skills: They build and maintain strong relationships with their team members, fostering trust and open communication.  
  • Transparency and Honesty: They communicate openly and honestly with their team, sharing information and addressing concerns proactively.
  • Storytelling and Narrative: They can effectively communicate their vision and inspire their team through compelling stories and narratives.

What Makes an Effective Decision-Maker?

  • Data-Driven Approach: They make decisions based on data, evidence, and careful analysis.
  • Strategic Thinking: They consider the long-term implications of their decisions and how they align with the goals of the organisation.
  • Risk Assessment: They assess potential risks and develop mitigation strategies.
  • Decisiveness: They make prompt and informed decisions, even in ambiguous or uncertain situations.
  • Flexibility and Adaptability: They adapt their decisions based on new information and changing circumstances.

Effective leaders excel at both communication and decision-making, proving the ability to inspire their teams, make informed choices, and drive the business forward. 

Ready to Level-Up? Request a FREE TRIALof our assessments.

 

Is Your Hiring Process Smarter than a Robot? 🤖

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When Amazon canceled its AI recruitment program in 2016 due to serious bias issues, it sparked debate about the effectiveness of AI in talent acquisition. Fast forward to today, and while AI has come a long way, it still has its quirks- like forgetting how to human. 

A recent post by Andreea Lungulescu , (founder of Talent Crunch and a big fan like most of us of Josh Bersin’s work), analysed information presented in a podcast by Bersin on the future of AI in HR. She found 85 problems!! For both of our sakes, I’m not going to explore the 85 problems here, but it’s an interesting analysis and very relevant when exploring the implications of AI in Recruitment.

Why AI Still Has Homework to Do

Unlike traditional psychometric assessments – which have gone through rigorous scientific processes, rely on robust norming procedures, and have been validated – AI tools often rely on limited datasets and lack the kind of rigorous checks that keep biases at bay.

This doesn’t mean AI is a no-go. It just means we need to approach it with caution and a strong dose of responsibility. Fairness, transparency, and ethics should be non-negotiables when incorporating AI into hiring.

The Future of AI in HR

On the other hand, AI does have potential in HR. AI can play a valuable role, and the post mentioned above explores this in great detail.

Nonetheless, most would agree it’s crucial to ensure that AI-powered tools are developed and used responsibly, with a focus on fairness, transparency, and ethical considerations.

Right now, AI is not yet ready to fully replace traditional psychometric assessments. A human-centered approach, combined with high quality science based valid and reliable assessments is the way to go when hiring. 

Why GPI Stands Out?

Science-backed psychometric assessments remain the gold standard for predicting job performance. And if you’re wondering how GPI stacks up:

✅ We meet or exceed the British Psychological Society’s standards.

✅ Technical manuals are available for all dimensions (because transparency matters).

✅ Our assessments are tried, tested, and trusted by HR professionals worldwide.

If you’d like to learn more about our unique assessments please request here.

Loosing an Employee

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As a manager, losing an employee might invoke one of two reactions – “Well, that solves one problem!” 😮‍💨,

or “How will we survive without them?!'” 😮‍

Let’s face it, losing employees can be emotional, expensive and disruptive. 

But let’s talk about the elephant in the room: Not all resignations hit the same.

It’s natural for managers to experience a range of emotions when an employee hands in their resignation. Sometimes though that feeling, deep in the pit of your stomach, can be different depending on the employee. For example:

If the employee is a top performer you might feel:

  • Disappointment: They were a real asset and losing them is a massive setback.
  • Frustration: Better retention strategies might have saved them.
  • Regret: You know you could have done more to keep them.
  • Anxiety: How to fill the gap left and what about the impact on team dynamics.
  • Sadness: You will miss them;  they were a valued colleague and team member.

On the other hand, if the employee is a poor performer you might feel:

  • Relief: You’re finally free from the awkward pep talks and hand-holding.
  • Validation: Deep down, you knew they weren’t quite right for the role.
  • Guilt: Did I support their development or address their performance issues.
  • Anxiety: Concerns about the potential for disruption in the team.
  • Indifference: “They’ll be fine… and so will we.”

But the Question is – Why are you waiting for resignations to just happen? You don’t have to feel stuck waiting for the poor performer to leave. 

Enter the GPI Edge.

With our scientifically-backed assessments, you can uncover what’s really going on with your team before they start updating their LinkedIn profiles. These aren’t your run-of-the-mill personality quizzes. We’re talking about digging into motivations, values, and hidden drivers of engagement – things a survey could never tell you.

Why does it matter?

Because knowing what your team truly needs means:

✅ Fewer surprise exits.

✅ Better team dynamics.

✅ A culture that people want to stick around for.

We’re not saying you’ll have 100% retention (we’re good, but not that good). But wouldn’t you want to reduce turnover by more than 60%?

Request a FREE TRIAL of our assessments.

Because keeping your best employees engaged—and maybe even keeping your sanity intact is worth it.

 

 

Are You & Your Team Using CYA (Cover Your Ass) Tactics?

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As an HR manager, you wear many hats. You’re responsible for recruitment, onboarding, training, employee relations, compensation & benefits, and so much more. And let’s be honest, budgets are often tight. You’re constantly looking for ways to maximise your impact and do more with less.

Focusing on employee engagement and retention strategies is essential, but it demands a strategic HR approach. Investing in HR tools and techniques that enhance your understanding of your workforce and support their development is key.

The Untapped Potential of Psychometric Assessments

Many HR managers I speak with rely on psychometric assessments to validate their hiring decisions or assist with candidate selection. However, few integrate the results into their onboarding programmes, development plans, succession planning, or to equip managers with insights to better understand and grow their teams.

Do More with Less

Using psychometric tools for people development should be a no-brainer. After all, you’ve already invested in the assessments during the hiring process – and additional reports are often included in the cost (self-plug: ours definitely are!). Contemporary psychometric tools provide powerful insights into an individual’s cognitive abilities, interests, and behavioural preferences, making them a highly valuable but often underutilised resource.

Let me share a personal story about the impact of psychometric assessments on team development.

In one of my previous roles, I led a diverse team of individuals from various backgrounds. Despite my best efforts, the group felt more like a collection of strangers thrown together on a bus than a cohesive team. There were personal agendas, CYA tactics, missed deadlines, and poor productivity levels. I realised I needed a structured approach to better understand my team members’ strengths and development areas.

The Game-Changer

That’s when I decided to take a fresh look at psychometric assessments. While we were already using a basic four-quadrant personality test for hiring, I needed more robust tools. I wanted assessments that could provide:

  • Insights into cognitive abilities
  • A detailed breakdown of interests
  • Flexibility to customise assessments to specific needs
  • The ability to benchmark individuals and teams against tailored standards

When I found the right tool, the results were game-changing.

We gained profound insights into each team member, identified development areas, and facilitated both group and individual development sessions using the assessment resources. The gap analyses provided allowed us to target training initiatives effectively, saving us significant costs on generic training programmes. Managers were empowered with customised tools and actionable insights to support and develop their teams.

We extended this process to new hires, incorporating assessment data into onboarding and using management reports to create their first development plans. The outcomes were remarkable – engagement levels soared, attrition dropped, and productivity skyrocketed.

3 Steps to Harness the Power of Psychometrics

  1. Select the right assessmentsthat align with your organisation’s needs.
  2. Communicate the value of these toolsclearly to your team.
  3. Leverage the insightsto design targeted trainingand development programmes.

 

Are you ready to elevate your people development efforts?

  • Book an obligation free APPOINTMENTwith one of our consultants
  • Request a FREE TRIALof our assessments.
  • DM ME on LinkedInto discuss further.

 

#EmployeeEngagement #TeamDevelopment #Psychometrics #HRLeadership #WorkforceDevelopment #PeopleManagement #SuccessionPlanning #TalentDevelopment #HRStrategy #LeadershipDevelopment

 

 

This Japanese Phenomenon Might Soon Also Become an Australian Phenomenon

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Have you heard of Karōshi –the Japanese term for death by overwork.

A recent government survey in Japan found that around 1 in 10 Japanese workers clock in more than 80 hours of overtime per month, with one in five at risk of Karōshi.

But overwork is not just a Japanese issue; it’s a stark reminder of the toll excessive work takes globally, including here in Australia. A 2024 Australian survey found 4 out of 5 office workers experiencing burnout, often linked to heavy workloads and understaffing.

As with most workplace challenges, employee well-being has a massive financial impact on businesses of all sizes.

It’s estimated that disengaged employees cost the Australian economy a staggering $211 billion¹ annually—including losses from reduced productivity, absenteeism, and high employee turnover.

Even more alarming, nearly 25% of burnt-out employees haven’t spoken with their manager about this!

There’s a Better Way

GR8 Wellbeing is an innovative, data-driven assessment tool specifically designed to identify and address employee well-being challenges. Based on cutting-edge theories in industrial and organisational psychology, it empowers your organisational to:

  • Proactively identify burnout risks before they escalate.
  • Uncover the root causes of employee dissatisfaction.
  • Develop targeted interventions to improve well-being, engagement, and performance.

Invest in your workforce’s well-being—because happy, healthy employees drive organisational success.

Discover how GR8 Wellbeing can help your business thrive.

 

Source: HRM Online¹

#EmployeeWellbeing #BurnoutPrevention #HRInnovation #WorkplaceWellness #EmployeeEngagement #HRTools

 

 

My People Are Great But My Team Doesn’t Gel

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“I have great people in my business, but when working as a team they just don’t gel.”

 

Does this ring a bell with you?

Humans are complex individuals, but put humans together in a team, and complexity goes through the roof! So how do you ensure your teams deliver high performance and foster workplace collaboration?

A Champion Team Beats a Team of Champions

This adage, often used in sports, holds true in the business world as well. Professor David Clutterbuck, a renowned expert in team dynamics, defines a team as a “special form of group, where shared purpose and interdependencies replace common purpose and individual activity.” In essence, a team is more than just a collection of individuals; it’s a cohesive unit with a shared goal and a commitment to collective success.

By understanding these key characteristics, we can better appreciate the power of high-performing teams and the importance of fostering a collaborative and supportive environment.

 

The Three-Pronged Approach to Developing Top Teams

We live in an innovation-driven world, where building high-performing teams is more crucial than ever. To foster innovation and drive success, consider this tried-and-tested team-building strategy:

  1. Hire the Right People

Recruiting the right talent is the foundation of a high-performing team. To ensure a successful hire for your team, it’s critical to:

  • Benchmark Success: The first step is truly understanding what drives top performance in your business. Leverage the science of psychometric assessments to identify these attributes. This not only highlights development areas for existing team members but also creates a benchmark against which you can measure new team members.
  • Clarify Roles: Develop detailed job descriptions that outline the key responsibilities, skills, and experience required for each position.
  • Screen Effectively: Use a combination of screening techniques, such as resume screening, phone interviews, and video interviews, to identify qualified candidates.
  • Assess Fit: Consider a candidate’s fit with the manager, the team, and organizational values through tailored assessments.
  1. Onboard & Develop

The journey doesn’t end once the successful candidate signs the employment contract. To foster growth and employee engagement:

  • Onboard Effectively: Provide tools to help your manager onboard new employees and set them up for their first development plan.
  • Mentor and Support: Assign experienced mentors to guide new employees and foster workplace collaboration.
  • Invest in Training: Offer employee development programs to help staff acquire new skills.
  • Career Pathing: Create clear career paths to help employees see their long-term potential within the organization
  1. Create a Coaching Culture

Tony Robbins once said, “The greatest gift you can give someone is the gift of coaching.”

To give this gift:

  • Lead by Example: Model coaching behaviors, such as active listening, empathy, and constructive feedback.
  • Provide Coaching Training: Equip managers with the skills to act as effective coaches.
  • Foster Open Communication: Build a culture of honest dialogue where employees feel comfortable sharing their thoughts and ideas.
  • Recognize and Reward: Celebrate employee successes and provide regular recognition to boost employee engagement.

Invest in Your People

By focusing on these three key areas, you can build high-performance teams that drive results. Your people are your most valuable asset. Invest in them, and they will reward you with outstanding performance.

At GPI, we help organizations attract, develop, and retain top talent. Our programs increase team engagement and collaboration by more than 75%. See our testimonials here and book a call with me here to get started.

 

#TeamBuilding #HighPerformanceTeams #EmployeeEngagement #CoachingCulture