Insights
Read or watch articles relating to leadership, candidate selection, unconscious biases, and D&I hiring. Most video are around ten minutes long. All articles are adapted from the book, The CEO’s Greatest Asset – The Art and Science of Landing Leaders, written by our founder, Fraser Hill.
DE&I Process Audits to Accelerate Change – New Research
Based on 300 pages of new research, this article outlines one of the many reasons why DE&I efforts are failing and what to do about it. In particular, it explores the failings of processes relating to hiring and succession planning as well as proposing new solutions.
Psychometric Tests – Pinning The Donkey On The Tail
Companies continue to believe there’s some magical way to peek beyond the curtains of one’s psyche to discover traits that will provide infinite wisdom to the decision makers in leadership hiring. If only it were that simple.
The Unbiased History of Unconscious Bias
We have been led to believe that our unconscious biases are corrupt and cannot be changed. A whole training industry has been born out of this misled belief guided by misleading science without the complete scientific history being shared. Here we share the entire scientific history, which paints a much different story.
The Leadership Assessment Fallacy
Leadership hiring at all companies appears to work just fine. Great leaders are still being hired into companies, and they go on to do well no matter how good or bad the interview process and psychometric tests are. Isn’t that interesting?
New Leadership Trait Research From 1700 Interviews
Fortune 500 companies often use thirty or more so-called traits to assess leaders. Are these really all traits, though? In order for us to have a fairer and more equitable leadership assessment, we need a simpler approach. This research with over 1700 leadership interviews, has the answers.
Leadership Assessment – Actions Speak Louder Than Words
We often hear now, “Don’t hire for what they’ve done. Instead, hire for what they can do.” This article sheds some light on how there couldn’t be a worse idea when it comes to leadership hiring. If the critical traits of successful leaders aren’t evident in their work already, they’re not about to change.
Why D&I Hiring Is Harmed By Anonymous Resumes
In recent years software that redacts diversity indicators like gender and race have been touted as a solution to better D&I hiring, but, in fact, the opposite is true. There couldn’t be anything more damaging to diversity than not knowing who the candidates are in the first place.