The document discusses how analytical hiring tools can help companies hire the best talent with limited resources, as popularized by Michael Lewis's book Moneyball. It provides examples of how Asurea Insurance Services and Aspen Dental have used data-driven tools to more effectively screen candidates and improve hiring. The need for such tools is high, as many organizations struggle to hire the right talent despite the current unemployment rate. These tools aim to predict which candidates will become high performers once hired in order to give companies a competitive advantage.

1. Writing Samples

2. Moneyball: The Art of Winning the Recruitment Game
Case Studies on Selecting the Best Talent with Limited Resources
By Greg Moran, CEO of Chequed.com
Michael Lewis’s bestseller Moneyball: The Art of Winning An Unfair Game
tells how the scrappy Oakland A’s out‐hired the New York Yankees at a
fraction of the cost by using data and analytics to draft low‐cost, high‐talent
players.
These same principles can be applied to corporate hiring. Later in this paper,
readers will see how Asurea Insurance Services and Aspen Dental have been
able to more effectively screen large candidate pools and improve hiring
results despite limited resources. Designed in partnership with the
Department of Psychology at the State University of New York at Albany,
Chequed.com’s data driven, analytical tools are developed on a foundation
of behavioral science to better predict candidate performance.
The need for more analytical hiring tools is pretty clear: according to Bersin &
Associates, 35% of organizations see the need to accelerate growth and
globalize – the highest level in four years – yet 51 percent struggle to hire the
right talent, despite the high unemployment rate.
Finding the qualified needles in the haystacks of the unemployed drains HR
resources, but the real issue goes beyond creating hiring efficiencies. Being
able to predict which candidates are most likely to be high performers once
they actually take on the job is how companies are establishing significant
competitive advantages in this environment.
Making the Link Between Hiring and Business Results
What the Oakland A’s did, ultimately, was transition an organization away
from using subjective measures to determine who they should draft. As a
result, they found the unsung players with the talents they knew would lead
to team wins.
Baseball franchises function similarly to other types of businesses. The
players with the most talent are drafted to form teams which then work
together to generate wins. In business it is exactly the same: the candidates
with the most talent are hired to – in most cases – work as a team to achieve
the desired business results. Who are the players who are best able to
Being able to
predict which
candidates are
most likely to be
high performers
creates
significant
competitive
advantage.
Chequed.com White Paper
Over three years, I wrote dozens of white papers to
support Chequed.com’s content marketing strategy.
Excerpt:
Michael Lewis’s bestseller Moneyball: The Art of Winning
An Unfair Game tells how the scrappy Oakland A’s out-
hired the Yankees at a fraction of the cost, using data and
analytics to draft the low-cost, high-talent players.
These same principles can be applied to corporate hiring
and are allowing companies—even with tight budgets—to
more effectively screen large candidate pools and create
better hiring results.
The need is pretty clear: According to Bersin &
Associates, 35 percent of organizations see the need to
accelerate growth and globalize – the highest level in four
years – yet 51 percent struggle to hire the right talent,
despite high unemployment.
Finding the qualified needles in the haystacks of the
unemployed drains HR resources, but the real issue goes
beyond creating hiring efficiencies. Being able to predict
which candidates are most likely to be high performers
once they actually take on the job is how companies are
establishing significant competitive advantage in this
environment.
Making the Link Between Hiring and Business Results
What the Oakland A’s did, ultimately, was transition an
organization away from using subjective measures to
determine who they should draft. As a result, they found
the unsung players with the talents they knew would lead
to team wins.

3. Channeltivity Blog Posts
In 2011 and 2012, I generated topics and wrote blog
posts weekly to support Channeltivity’s search marketing
objectives
Blog post excerpt:
Vendors often assume channel partners aren’t taking
advantage of social media. But spend a few minutes
on LinkedIn or Twitter and you’ll see most companies,
no matter how small, are spending some time on social
networks. And so are their – and your – customers. Social
networks are opt-in and exist more on trust than any other
vehicle you can use to reach new customers. They can be
an excellent opportunity to present your company to those
customers who already trust your channel partners and to
future customers as well.
Each partner needs to determine if it really makes sense
based on their internal practices and whether or not they
already work with social media. But there’s no denying
that reaching customers online is a powerful trend. If
vendor and partner competitors aren’t there already,
they’re likely moving in that direction.
For vendors who’ve not yet expanded their social
marketing efforts to include channel partners, there are a
few ways to go about it, and a few things to consider:

4. Emcien White Paper
Excerpt:
The Failure of Data as Strategic Asset
McKinsey & Company calls it the next frontier for
innovation, competition and productivity. It’s Big Data,
and for most corporations, it exists as an unruly mess of
numbers, orders, SKUs, forecasts – all spread across a
wide range of functions and silos. Technology megatrends
are driving unprecedented data explosions, and as the
volume, variety and velocity increase, data gets more
complex. Add to this the tendency of functional silos
to hoard data, and you have a perfect storm where
leaders don’t know what they don’t know. As a result,
organizations are unknowingly underutilizing their big
and small data assets, thereby missing significant value-
capture opportunities.
Facing this massive influx of data on a minute-by-minute
basis, companies find themselves in reactive mode, where
data can only be collected and queried, and opportunities
to capitalize on real-time changes in markets and demand
are lost, if detected at all. Data-driven results come at
a premium, and enterprise level decision-making exists
largely as an art, an exercise that by default relies more
on experience and intuition than data or certainty.
In 2009, McKinsey estimated that nearly all sectors of the
US economy had at least an average of 200 terabytes of
stored data – an amount equivalent to that housed by the
Library of Congress – per company with more than 1,000
employees. And as we all know, the volume of data in
our world is only expanding – so, too, the opportunities to
mine that data for hidden value.

5. Originator Plus Website
Xinnix, a mortgage industry training company,
launched a new website to attract twenty-
somethings seeking career change. I re-wrote
existing copy to create a site that would speak more
effectively to the Gen-Y audience.
Excerpt:
A Career Where You Make Dreams Come
True…Could it be a Fit for You?
If the idea of helping people fulfill their dream of
home ownership gets you excited, you’re a good
candidate to become a loan officer! Making this
kind of difference in people’s lives is something loan
officers do every day. Sound good? Click here to
learn more…
------------
Ready to Get Started?
Where will you be a year from now? You could be
doing challenging, well-paying work you enjoy.
You could be helping people fulfill their dream of
homeownership, managing your own loan origination
business, and enjoying a very nice lifestyle. Click
here to get started…

6. World Cup of Soccer Bid
I worked with a team to produce Atlanta’s bid to host the
World Cup of Soccer, a 60-page document for which I
provided research and writing services.
Excerpt:
Through its experience as a host city for numerous
national and international events, Atlanta has established
a leadership network across government, business,
sport, hospitality, tourism, media, culture and stadium
management. This network forms the core of the official
Host Committee for any major event the city hosts. The
depth of experience and the working relationships already
in place ensure that Atlanta is able to deliver a high level
of efficiency in its bid planning, commitment guarantees,
event management, operations and service packages.
For the FIFA World Cup bid™, the Atlanta Host Committee
was called together and formed in this tradition by the
Atlanta Sports Council (ASS), a division of the Metro
Atlanta Chamber and three times since 1999 voted best
Sports Council in the U.S. ASC’s permanent membership
includes representatives from all of the facilities, entities
and institutions required to bid for and host major sporting
events.