Recruitment Roulette: Stop Gambling and Start Winning the Talent Lottery

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Have you ever experienced that rush of anxiety when you must recruit a new critical role? It’s a feeling where you instinctively brace yourself for the journey ahead – the talent hunt, the associated recruitment fees, the extensive interviews, onboarding complexities, and the inherent risk of a mis-hire that can significantly impact productivity and resources. Yet, what if your ideal candidate isn’t on “Seek” or “Indeed” or trawling through LinkedIn, but is already an integral part of your team?

 

Seems like a pretty straightforward concept, doesn’t it? “I know my team; I understand their capabilities.” And certainly, you’re aware of their current performance. However, how comprehensive is that understanding? Do you truly know the full scope of their skills, their unexplored experiences, or the knowledge they possess that hasn’t been directly relevant to their current position? You recruited them for a specific role, but what untapped potential might you be overlooking?

 

Mary’s Unveiled Potential: A Strategic Imperative for Talent Identification

 

Consider the story of “Mary” from my experience. When managing the Clinical Business Unit for a prominent dental distribution company – guiding a workforce exceeding one hundred people – my primary objectives revolved around fostering business growth and enhancing operational efficiency. Like many in leadership, my focus was on profitable revenue generation and effective cost management.

 

Mary was a consistent top performer in sales, calling on dental practices. With a background as a dental assistant, her product and procedural knowledge was extensive. Despite a  number of opportunities for Sales Manager, Regional Team Leader and Product Management roles, Mary never expressed interest in advancement. I simply assumed she was content in her current position.

 

Then, during a conversation with another team member, Mary’s “secret life” came to light. It turned out that in her personal time, she was deeply involved with a national charity, holding significant responsibility for training and developing a large volunteer base across Victoria. The level of organisation, leadership, and people management she demonstrated outside of her professional role was truly remarkable – far exceeding what her daily responsibilities would suggest.

 

Over a discussion, I asked her why she never pursued more senior roles within the business, with their associated remuneration and status. Her response was both clear and insightful: “I earn enough to fulfill my own needs. When my calls conclude for the day, my work responsibilities end, allowing me to dedicate my time to supporting others less fortunate.” Mary was an exceptional individual, content and demonstrating a profound understanding of work-life balance long before it became part of the vernacular.

 

Critical Considerations in Talent Management

 

While Mary was satisfied, her story highlighted several critical considerations that remain highly relevant for today’s HR and Operations leaders:

 

  • Undiscovered Ambition:There’s a real possibility that highly capable individuals, like Mary, might desire advancement but aren’t the type to proactively self-promote or express their ambitions openly.

 

  • Missed Connections:Relying on chance conversations to uncover talent risks overlooking significant potential. A structured approach is essential to avoid such oversights.

 

  • Hidden Capabilities:Lots of “Marys” likely exist within your business—individuals with impressive capabilities that simply aren’t displayed or used in their current roles.

 

  • Talent Drain:Failing to identify and develop internal talent can lead to valuable employees departing the business because they haven’t been afforded opportunities to realise their full potential internally.

 

These considerations highlight the substantial cost of external recruitment. Studies tell us total cost of hiring a new recruit can vary between 33% and 60% of the annual salary, depending on the role, big money in any language!

 

Initiative-taking Talent Insights: A Strategic Advantage

 

In many organisations, gaining a comprehensive understanding of every employee’s latent ability through informal interactions simply isn’t feasible. However, you can acquire deeper insights. You can identify what truly motivates your team members and where their undeveloped potential lies, aligning these insights with your organisational needs.

 

How? By dedicating the same level of strategic focus to understanding your existing workforce as you do to assessing external candidates. High-quality psychometric assessments, such as Great People Inside (GPI), offer a cost-effective, technology-driven solution. They provide a robust dataset on individual strengths, developmental areas, and potential for career progression. This approach moves beyond basic performance metrics, allowing you to uncover hidden talent and ensure you never overlook valuable individuals again.

 

So, the critical question for HR and Operations leaders today is this: Is the ideal candidate for your next key vacancy already in your business? And consider the implications of failing to discover them. The opportunity cost of inaction could be eye watering!

 

Don’t get hidden talent slip through the cracks. Click the LINKS to explore how Great People Inside can help you uncover and develop internal potential:

 

✅ Visit our website

 

✅ Make an appointment

 

✅ Send us email: [email protected]

The DNA of a Top Salesperson: What Truly Drives Sales Success in 2025?

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Is Your Sales Team Engine Misfiring?

 

Who doesn’t love the Matildas? After their inspiring run to the semi-finals at the 2023 FIFA Women’s World Cup, they became national heroes, setting unprecedented expectations for consistent top performance.

 

Yet, despite their immense talent and ‘champion’ status, there have been periods since where they haven’t always consistently ‘fired’ at that same peak, reminding us that even the best teams can face challenges in maintaining their highest gear, whether due to squad depth, immense pressure, or evolving competition.

 

This isn’t just a hypothetical scenario; it’s the stark reality for many sales teams across Australia and New Zealand today. As sales leaders, we’re constantly striving for peak performance, yet finding and getting the best from those ‘star’ salespeople seems harder than ever.

 

In a market transformed by rapid digital adoption and evolving customer expectations, the old playbooks simply fall short.

 

The Hidden Drain on Your Bottom Line 

 

For years, we’ve relied on personality tests, intuition, and traditional hiring methods, perhaps repeating the old adage, “If you can sell, you can sell anything.” But the data paints a different, and frankly, concerning picture.

 

Recent analyses suggest that a significant portion of sales professionals across ANZ are consistently falling short of their targets.

 

Consider these contemporary statistics for 2024-2025:

 

  • Budget achievement rates are often hovering below 50% for many Australian sales teams (based on internal market analysis and recent industry reports from Australian sales recruitment firms). This isn’t just a minor blip; it represents a substantial amount of untapped revenue potential.

 

  • While overall employee turnover has seen some shifts, sales roles in Australia continue to experience higher churn than many other departments, with estimates often ranging between 15-25% annually, depending on the industry and company. This constant revolving door is incredibly costly.

 

  • The cost of a bad hire in Australia can be significant, easily reaching tens of thousands of dollars when you factor in recruitment fees, lost productivity, onboarding, training, and the impact on team morale and client relationships. This isn’t just an expense on the books; it’s a direct hit to your profitability.

 

The stark truth is that a significant percentage of individuals in sales roles may lack the inherent attributes to truly excel, or they’re simply misaligned with the specific demands of their role and the dynamic market.

 

This misalignment isn’t just inefficient; it’s a continuous drain on your revenue, your team’s morale, and your strategic growth initiatives.

Precision Talent Engineering for Sales Success

 

So, how do we shift from managing underperformance to cultivating an unstoppable sales force, worthy of a ‘triple-threat’ status? The answer lies in moving beyond guesswork and embracing a contemporary scientific, data-driven approach to talent acquisition and development.

 

Just as we wouldn’t build a new home without solid foundations and blueprints, we shouldn’t build our sales teams without understanding their inherent “sales DNA.” This is where advanced assessment tools become indispensable. By leveraging objective, validated, and reliable methodologies, you can:

 

  1. Identify Core Attributes: Uncover what truly differentiates your top performers. What are their unique behavioural traits, motivators, and cognitive abilities that drive their success?

Local research and global best practices consistently point to traits like conscientiousness, adaptability, emotional intelligence, resilience, advanced reasoning, motivations, and an empathetic, customer-centric approach as critical for today’s top Australian sellers.

 

  1. Benchmark for Excellence: Create a customised job profile benchmark based on your company’s most successful salespeople, not generic industry averages. It’s a frequent, costly error: headhunting a top salesperson from a direct competitor, like bringing a star from Coca-Cola to Pepsi, only to see them fail within months.

This often happens because success isn’t just about product knowledge and sales competencies; it’s profoundly tied to the specific fit with your company’s unique culture, the leadership style of their manager, and the dynamics of their new team and role.

Advanced assessment tools are precisely designed to uncover these critical ‘fit’ factors, ensuring you secure talent that truly thrives within your specific environment. This allows you to understand the specific “work genes” critical to success within your unique culture and market.

 

  1. Predict Performance with Precision: Make recruitment decisions with significantly higher accuracy. By adopting the right assessment tools, Australian businesses can report up to a 3x increase in hiring success for high performers and a substantial reduction in sales department turnover, often exceeding 25%. This directly addresses the exorbitant costs associated with frequent employee churn, wasted training investment, and lost sales from empty seats.

 

  1. Optimise for Modern Selling: In an era where digital tools and hybrid work models are now standard in Australian sales, understanding how candidates adapt to virtual selling environments is crucial. The attributes for traditional face-to-face success don’t always translate, and assessments can highlight those who possess the adaptability and digital fluency required.

 

  1. Develop Targeted Coaching: Pinpoint specific development areas for average and underperforming reps, allowing for tailored coaching that maximises their potential and boosts overall team productivity. Australian companies investing in ongoing sales training consistently report a significant uplift in individual and team sales results.

 

And remember, these days, integrating sales and marketing efforts is no longer optional; it’s essential for competitive advantage in the Australian market.

 

Businesses with closely aligned sales and marketing teams consistently outperform their peers, demonstrating stronger revenue growth and customer retention. The right assessment tools can help identify candidates who are inherently collaborative and understand the importance of this synergy.

 

If you’re content with average sales results, then by all means, maintain the status quo. However, if you are driven to unlock the full potential of your sales team, mitigate the hidden costs of mis-hires, and significantly increase your business performance, it’s time for a strategic shift.

 

Stop relying on ‘gut feel’ and start building your sales team on a foundation of data and science. Talk to Great People Inside today about our award-winning sales assessments, trusted by organisations across Australia. We’re so confident in our approach that we’ll even let you try us fee-free.

 

Click HERE to connect with us and redefine what’s possible for your sales team.

The Unseen Challenge of Remote Management (And How to Fix It)

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The shift to hybrid and remote work marked an abrupt shift for many of us, especially when it came to managing teams. Since it’s become the norm, I’ve seen it firsthand, and even experienced a bit myself!

 

The challenges of fostering connection, achieving crystal-clear communication, developing trust, and cultivating a strong culture are amplified when everyone isn’t in the same room.

 

On reflection, it was easy to believe that good managers would naturally adapt to remote work, however, the data from the recent AHRI research, ‘Hybrid and Flexible Working Practices in Australian Workplaces in 2025,’ paints a different picture: remote teams often struggle without managers possessing the right skills.

 

In fact, the research tells us ,the top three disadvantages of hybrid working are perceived to be:

 

  1. A feeling of disconnectionbetween colleagues (57%)
  2. Staff collaboration(38%)
  3. Monitoring performance(35%).

 

So, are your remote managers truly their team’s lifeline, or are hidden cracks starting to show?

It’s situations like these that fuel my dedication to what we do at GPI. Our GR8 Remote Manager tool provides clarity; It pinpoints key information about a manager’s efficiency in leading virtual teams, assessing their ability to skilfully manage varied work styles and ignite vision, motivation, and momentum. Plus, it comes with practical development suggestions and coaching to help them grow and develop.

 

I believe investing in our remote leaders is critical for building truly high-performing and engaged virtual teams. I also believe it shouldn’t always have to cost an arm and a leg either!

 

At GPI, we’ve redefined affordable psychometric assessments. Thanks to our advanced technology, you get valid and reliable solutions at a fraction of the typical cost. We make it simple: just plain language reports that are easy to understand , and no expensive accreditation courses either!

 

You only pay for what you use too, with flexible pricing based on the dimensions you measure. This means powerful, customised insights are accessible to organisations of all sizes.

 

If you’re curious about how to empower your managers and strengthen your remote culture, I encourage you to explore this further.

 

✅ greatpeopleinside.com.au

✅ Make an appointment

✅ Send us an email

Your Culture, Your Advantage: How to Fuel Growth with Strategic Talent Acquisition

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What truly underpins your business’s sustained success?

It’s not just brilliant strategies or innovative products. It’s the collective drive, passion, and synergy of your team. Imagine a workforce where every individual feels deeply connected to your mission, highly engaged in their role, and consistently performing at their peak. This isn’t just about hiring for skills; it’s about cultural alignment.

Studies, particularly from Australia, consistently highlight how hiring employees who genuinely resonate with your company’s culture impacts everything from retention rates to engagement levels and, ultimately, your bottom line..

The Real Outcomes of Cultural Misalignment

When cultural alignment is overlooked, businesses face tangible and often costly repercussions:

  • Retention:The Exodus of Talent

Australian research repeatedly points to poor fit as a primary driver of employee turnover. The leading culprit? Culture misalignment. A staggering 65% of professionals state this was the primary reason they actively sought new jobs. While work-life balance and unmanageable workloads contribute, it’s clear that a fundamental mismatch with the environment is a major catalyst for departures. Every lost employee means significant costs in recruitment, onboarding, and lost productivity.

  • Engagement:The Silent Drain on Productivity

According to a Gallup study, a worrying 60% of Australian workers are not engaged, and 16% are “actively disengaged.” As a manager or business owner, it’s a tough pill to swallow: paying employees who, in essence, couldn’t care less about your vision, your mission, or your customers. Cultural alignment is a crucial factor in inspiring and engaging teams. When employees connect with your values, they’re not just showing up; they’re investing themselves.

  • Performance:The Unseen Ceiling

Research indicates employees who align well with an organisation’s culture are 20% more likely to achieve high performance levels. When individuals feel connected to the larger mission and values, their intrinsic motivation skyrockets. They work for meaning, not just rewards. This enhanced individual performance naturally compounds at the organisational level, creating a powerful engine for growth. 

Want Innovation, Not Clones?

It’s important to acknowledge the conversation in Australian HR circles about balancing “cultural fit” with “cultural addition.” While traditional “fit” aims for compatibility with the current culture, “addition” champions bringing in fresh perspectives, experiences, and ideas to enhance the existing culture. Over-reliance on “fit” can inadvertently stifle diversity, limit innovation, and may even lead to homogeneous organisations.

At GPI, we understand this nuance. Our gr8pi award winning platform is designed to help you find candidates whose core values align with your mission, while simultaneously highlighting and welcoming diverse perspectives that will enrich your team.

Think custom psychometrics break the bank? Not with GPI. Our advanced technology slashes typical costs, delivering valid and reliable assessments without the hefty price tag. There’s no lengthy training courses, just easy to use and information that’s clear and concise. We don’t charge for customisation or reports; you only pay for what you use. With our flexible pricing, any size business can access powerful tools without financial strain.

Are you ready to transform your hiring success and cultivate a thriving, aligned culture? Explore how Great People Inside can be the flexible foundation for your talent strategy: www.greatpeopleinside.com.au

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.