Whitepapers

This white paper discusses what you should expect in an assessment provider with respect to areas such as assessment objectivity, validity, results, and support. The paper also provides a checklist for companies that are in the process of selecting a hiring assessment provider. The checklist contains targeted questions for potential vendors on topics such as technical competence, contextual performance, and candidate experience. If your company is in the market for hiring assessments, this paper can help you get the answers you need to make a quality decision.

Discover the mechanism through which too many companies fail as they try to grow. "Wobble" is the all-too-frequent result of a complex process of choices that leaders make when they attempt to scale their businesses. This white paper describes wobble and its inputs and shows how it manifested in a storied company that went from concept, to wild success, to wobble, to failure. Read on so you can take action to avoid wobble in your company.

So many strategic planning processes result in well-thought and worthy goals that in hindsight are never reached. Other companies disguise operational planning for strategy, and it is no surprise why they end up stagnating, or worse, from one year to the next. The key to effective strategy is no secret, nor is it simple to execute. Garnering results from strategy requires an effective model and the discipline of working it.

Large corporations use hundreds of metrics to gauge their ongoing performance and to try to get a bead on progress and how to affect it. The truth is most of the data points they observe are not giving them the information they need to make choices that drive performance. This paper looks at the Experience Index as a preferred statistical method of understanding, and driving, your business. The EI lets you focus on the key things that make a difference, rather than the many different things that are presumed to be important. 

Profiling is a popular but critically flawed method of making hiring decisions employed by a number of large organizations. This paper describes the flaw and the preferred method of basing hiring decisions on the objective performance dimensions required for a particular job. While more rigorous and valid, performance-based selection does not require more time to implement or execute. In fact, you get better results through a more efficient hiring process.