• Clarify Goals. Short and long term prioritized goals. 3% of people write down their goals.  Only 16% of goal setters write down their goals.
• Assess your team:  What behavioral profiles are present on your team? What skills are missing on the team? Is someone ready to move through the talent pipeline and change roles?
• Enhance Collaborate Planning both internally and externally.

• Clarify Goals. Short and long term prioritized goals. 3% of people write down their goals.  Only 16% of goal setters write down their goals.
• Assess your team:  What behavioral profiles are present on your team? What skills are missing on the team? Is someone ready to move through the talent pipeline and change roles?
• Enhance Collaborate Planning both internally and externally.

• Enhances Hiring Accuracy
• Supports Onboarding (Hire / Promote)
• Facilitates Communication [Same language. Same qualifying criteria.]
• Promotes Productivity. When hired talent is scientifically matched, they are happier, less stressed, and more are more productive (right persons in the rights seats on the right bus).
• Boosts employee retention. With key accountabilities clearly defined and employees being scientifically matched to their roles, productivity enhancements follow.
• When employees are looking for professional growth, job benchmarking can create a clear career growth path for them. Research from MIT shows that 67% of surveyed workers want to advance their careers.

• They fail to develop a clear understanding with the applicant.
• They fail to get a commitment from the applicant.
• They fail to deal with the guidelines concerning firing.
• They fail to tell it like it is.
• They fail to allow enough time for the interview.
• They fail to consider how this individual will affect the other members of the group.
• They fail to match the individual’s ability to do the job.
• They fail to conduct the interview personally. 
• They fail to consider the individual’s needs.
• They see the applicant the way they want to see them, not for who they really are.

For leaders who wonder how to keep talent in the building. (After covering the basic needs of any worker—competitive wages, benefits, and security.) 

• When a job addresses an individual’s passions and supports them within the role, they experience a better belonging from their work experience. 
• Employee retention isn’t just about keeping people on the payroll—it’s about creating a workplace that fuels engagement and motivation.
• Digging into employee motivation with assessments lets organizations know where to invest, focusing on the right benefits for the right people. When you understand what motivates a person, you can build their working experience around those deeply held principles. 
• Getting to be enthused and involved in the work requires a strong understanding of motivation. If you have a passionate person, you can shift the job role or a position’s responsibilities, and it’s worth it to have someone get to do what they do best.

Cortisol and adrenaline flood the body and the amygdala activities, shutting down the prefrontal cortex, the center of logical thinking. When this happens, rational thought, judgment, and trust disappear.

• Self-Awareness: Recognizing and understanding your own emotions and their impact on your thoughts and behavior.
• Self-Regulation: Managing your emotions in healthy ways, controlling impulsive feelings and behaviors, and adapting to changing circumstances.
• Motivation: Being driven to achieve for the sake of achievement, having a passion for work, and setting and pursuing goals with energy and persistence.
• Empathy: Understanding the emotions of others, being able to put yourself in their shoes, and responding to their emotional needs.
• Social Skills: Managing relationships to move people in desired directions, building networks, and finding common ground.
• Emotional Awareness: Being aware of and understanding your own emotions as well as those of others.
• Emotional Expression: Effectively expressing your emotions in a way that is appropriate and constructive.
• Emotional Management: Handling your emotions in a way that is healthy and productive, especially in stressful situations.
• Interpersonal Relationships: Building and maintaining healthy and rewarding relationships based on mutual respect and trust.
• Stress Management: Coping with stress in a positive way, maintaining resilience, and recovering quickly from setbacks

Reference Models: HVP, Marston, Spranger, Steiner, Stoltz

• Toxic work environment, The emotional environment at work is important; if the assessment-taker feels threatened or insecure, fear of demotion or firing and a general lack of clarity can cause assessment-takers to skew results.
• Taking too much time answering questions.

Outside Factors

• Major Life Events
• Unclear Job Description
• Language Translation

Emotional Factors

• Negative Past Experience with Assessments.
• Trying to Fake-Fit the Job Benchmark.
• Lack of Self-Awareness

• High performance employees gravitate toward cultures where they feel heard, valued and empowered. Ref: Human-centric leadership Harvard Business Review.
• The gig economy.
• The fine tuning of Human Capital Management.
• Attract, Engage, Retain, and developing a multi-generational workforce: Balancing productivity and engagement.

The global robotic process automation market size was valued at USD 2.9 trillion in 2023 and is projected to grow at a compound annual growth rate (CAGR) of 39.9% from 2023 to 2030. ($30.85 trillion).  

•  Office Automation, Process Automation, AI, reduce process redundancies.
• Transition human capital toward higher-value endeavors with AI and LLM to streamline output.
• Companies outsource silo functions to trustworthy sources – to keep their main thing the main thing.