See the whole candidate before they walk in the door and fix your broken hiring process.
See the webinar here: https://go1.predictiveindex.com/head-heart-briefcase-webinar
Introduction to Talent Acquisition Analyticstwschiller
Want to make better hires, faster? Slides covering how to use analytics to make talent acquisition more efficient and predictive
The most important sourcing, screening, and assessment metrics
喙 How to diagnose process problems by combining metrics
The common mistakes data scientists make when analyzing TA data and how to avoid them
Hiring for Cultural Fit: How to Create A Happier, More Loyal WorkforceOnPoint Consulting
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
Personal Branding presentation for the Cincinnati USA Regional Chamber's women's leadership development program - WE Lead - on February 2, 2010 by Jennifer McClure. www.cincyrecruiter.com
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Introduction to Talent Acquisition Analyticstwschiller
Want to make better hires, faster? Slides covering how to use analytics to make talent acquisition more efficient and predictive
The most important sourcing, screening, and assessment metrics
喙 How to diagnose process problems by combining metrics
The common mistakes data scientists make when analyzing TA data and how to avoid them
Hiring for Cultural Fit: How to Create A Happier, More Loyal WorkforceOnPoint Consulting
In this webinar, OnPoint Consulting Managing Partner Darleen DeRosa will guide hiring managers through the art of assessing employees for cultural fit—that intangible factor that often determines whether they’ll stay for the long haul or move on after six months.
Personal Branding presentation for the Cincinnati USA Regional Chamber's women's leadership development program - WE Lead - on February 2, 2010 by Jennifer McClure. www.cincyrecruiter.com
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
This presentation is designed to help you “self estimate” your MBTI type. If you choose to complete the MBTI instrument you will receive your “reported type” and a Type Report. If there are differences between your “reported” and “self estimated” types then more detailed information and assistance maybe needed to help you confirm your “best fit” type.
This presentation is part of our TEDx talk and our book entitled "from Selling to Co-Creating" and focusses on the main trends in sales for the coming years. Particular attention is given on the role of sales versus marketing in the future.
Main trends are: co-creation, networking, communication, the sales process, team based selling and the relationship between sales, marketing and customer service.
Big data, evidence-based, predictive analytics, today these terms are all over the place. Is this just another fad or an irreversible trend? An increasing group of HR leaders relies on science, critical thinking and data analyses to make decisions.
Evidence-based HR, however, is still perceived by many as too time-consuming, narrow or impractical. Meanwhile, evidence-based practice is becoming mainstream in many other disciplines (like medicine). This is the momentum for pioneering HR leaders to seize the opportunity and make a difference with evidence. As part of an inclusive approach, valuing different perspectives.
We will enter into the dialogue about the why, the what, and most of all the how of evidence-based HR. How to get started and how to blend it with softer, less tangible HR practices? A pragmatic introduction, with realistic ambitions and openness towards other approaches.
Predictive index 2021 Talent Optimization editionRobert Friday
What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
30-60-90 Day Action Plan for New Managers OnboardingRavinder Tulsiani
New managers have a lot to learn. This action plan is designed to help new managers focus on the 3 elements: people, process and product and helps them prioritize areas of emphasis in the first 30, 60, 90 days. see ravindertulsiani.net
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
An overview of the PREP model that is utilized at Michigan State University. PREP helps doctoral students achieve success in both academic and nonacademic realms.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
Essential skill sets needed for successful Corporate Relations Officer at a Research University, presented to NACRO Aug 2015 with Kathy Lynch, Boston University
This presentation is designed to help you “self estimate” your MBTI type. If you choose to complete the MBTI instrument you will receive your “reported type” and a Type Report. If there are differences between your “reported” and “self estimated” types then more detailed information and assistance maybe needed to help you confirm your “best fit” type.
This presentation is part of our TEDx talk and our book entitled "from Selling to Co-Creating" and focusses on the main trends in sales for the coming years. Particular attention is given on the role of sales versus marketing in the future.
Main trends are: co-creation, networking, communication, the sales process, team based selling and the relationship between sales, marketing and customer service.
Big data, evidence-based, predictive analytics, today these terms are all over the place. Is this just another fad or an irreversible trend? An increasing group of HR leaders relies on science, critical thinking and data analyses to make decisions.
Evidence-based HR, however, is still perceived by many as too time-consuming, narrow or impractical. Meanwhile, evidence-based practice is becoming mainstream in many other disciplines (like medicine). This is the momentum for pioneering HR leaders to seize the opportunity and make a difference with evidence. As part of an inclusive approach, valuing different perspectives.
We will enter into the dialogue about the why, the what, and most of all the how of evidence-based HR. How to get started and how to blend it with softer, less tangible HR practices? A pragmatic introduction, with realistic ambitions and openness towards other approaches.
Predictive index 2021 Talent Optimization editionRobert Friday
What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.
When It Comes to Employee Motivation, One Size Does Not Fit AllITA Group
Trying to motivate your people?
The fact that one size doesn’t fit all makes employee motivation tricky.
And while you can’t force motivation, you can (strategically) inspire it—even among the masses.
Learn more about employee motivation and Motivology—our very own brand of motivation—at https://www.itagroup.com/our-approach.
30-60-90 Day Action Plan for New Managers OnboardingRavinder Tulsiani
New managers have a lot to learn. This action plan is designed to help new managers focus on the 3 elements: people, process and product and helps them prioritize areas of emphasis in the first 30, 60, 90 days. see ravindertulsiani.net
Leading with heart requires us to look within ourselves to learn how to create a culture in our program where all staff feels valued, respected, and celebrated. Administrators will break down and assess how to set clear standards, set an example for the team, and ultimately create a culture of retention and motivation.
An overview of the PREP model that is utilized at Michigan State University. PREP helps doctoral students achieve success in both academic and nonacademic realms.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
Essential skill sets needed for successful Corporate Relations Officer at a Research University, presented to NACRO Aug 2015 with Kathy Lynch, Boston University
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
These slides are my personal thoughts on skills audits and I hope that they help generate some debate on your boards. Skills audits are not an end in themselves.
Using Portfolios to develop professional identity and enhance student employa...ePortfolios Australia
Contemporary work calls for critical practitioners who can evaluate knowledge, drive change and create new ideas and employment. This requires our graduates to have a sufficiently formed professional identity with a strong awareness of and connection with professional practice, and the confidence and maturity to enact their capabilities at work. While higher education has paid significant attention to capability development, professional identity formation remains a relatively underexplored dimension of student employability.
Denise will draw on her recent research to consider the meaning of professional identity, its importance for future employment and determining factors for higher education students. She will explore the important role of portfolios in fostering students’ professional identity and helping to shape their professional persona to enhance employability.
Similar to The Head Heart Briefcase Framework (20)
Resilience and adaptability can hold your business strategy together even through tough times. That’s why we’ve brought together talent experts from BambooHR, Crosschq, Betts Recruiting, Glassdoor, and Lever.
Check out this deck to learn about talent optimization and communication best practices, how to inspire calm, best ways to adapt business strategy, and remote management.
Due to the current economic downturn from the impact of the COVID-19 outbreak, companies are shifting from hiring and retaining to aligning, inspiring, and engaging their current teams. With all these changes come difficult challenges.
Join experts from The Predictive Index to get actionable tips on the transition to working remotely and how to engage your workforce during times of uncertainty. Topics covered will include:
- How to protect and adapt your culture through change.
- How to drive employee engagement while remote.
- How to empower managers to build resilient teams.
- How to maintain strong communication throughout the organization.
Surviving an Economic Downturn with Talent Optimization | The Predictive IndexThe Predictive Index
We know you care deeply about building a lasting company. But with COVID-19 and the resulting economic downturn, uncertainty is the new normal for everyone. You’re navigating uncharted waters, battered by turbulence, and propelled forward by an urgent, deep-seated need to lead your company to safety—so it will endure.
Additionally, seeing your employees succeed is important to you. You have a duty of care; their overall well-being matters. Aside from taking health precautions, the best way to take care of your people right now is to ensure your company is resilient.
The 2020 State of Talent Optimization Report | The Predictive IndexThe Predictive Index
The Predictive Index surveyed 600 executives across 20 industries to find out what their top challenges and successes are around talent optimization. These stats will change the way you think about talent optimization and people management. View our key findings in this SlideShare!
Don't let your new hires fail: 7 essentials to a successful onboardingThe Predictive Index
Here's how The Predictive Index revamped our onboarding program to set our new hires up for success at the company.
Watch the webinar here: https://go1.predictiveindex.com/webinar/7-steps-to-an-awesome-onboarding-experience
Better work, better world is The Predictive Index's mission. To achieve this, we have built an intentional culture that every person at PI embodies. This is what makes PI a place people want to be, and a place named to 3 different best places to work lists (Glassdoor, Inc., Boston Business Journals).
Here is our culture code. We hope you'll be inspired to build strong company culture in your organization.
Come visit us at www.predictiveindex.com.
Having a mission statement, vision, and corporate values are integral to creating a strategy and culture that unites your organization. When you design these in a way that clarifies your strategy, you’ll motivate your employees to take your organization to places it’s never been. The sky is the limit. Next stop? Mars.
In June 2018, The Predictive Index conducted a survey, asking respondents to answer questions about their managers. With 5,103 respondents, it’s the biggest survey of this nature known to us. And the thousands of responses across many industries allow for analyses that home in on various groups while preserving statistical validity.
In world of work, the masters of the universe are usually those who have mastered people skills.
Sometimes, these skills appear to be innate. But don’t be fooled; they can be learned.
The key to interpersonal skill mastery is understanding what makes people tick and adapting your style based on that knowledge. Once you’re able to do that, you’ll gain an upper hand for your career.
All business problems are people problems. And if you become a Jedi master of understanding and customizing your approach based on behavioral understanding, you gain an unfair advantage in your career.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
4. THE PREDICTIVE INDEX
BRIEFCASE
Education
Knowledge
Skills &
Experience
HEART
Values
Passions
Interests &
Shared beliefs
Workplace PerformanceHEAD
Behavioral drives &
Cognitive ability
Assess the “whole” person
When we look at candidates, we think
about the head, the heart and their
briefcase. Unfortunately, we frequently put
too much emphasis on the briefcase—
factors like where they were educated,
what other jobs they’ve had. We don’t
spend enough time understanding what
makes them tick. The sad reality is that
people are hired for what they know and
fired for who you are.
5. THE PREDICTIVE INDEX
HEARTHEAD BRIEFCA
Values
Passions
Interests
Shared Beliefs
• Does a person have a passion for what you company does?
• Will this person’s interests align with those of the culture?
• Will this person enjoy the key features of the job over time?
• Will this person like how work gets done?
• How does this person like the types of rewards this company
offers?
• Will this person like his/her coworkers and what they are about?
QUESTIONS TO CONSIDER
6. THE PREDICTIVE INDEX
HEARTHEAD BRIEFCA
Values
Passions
Interests
Shared Beliefs
Do:
• Take a structured approach
• Ask direct & open ended questions
• What would your ideal organization look
like?
• Talk about different rewards you’ve had
and which you’ve like most?
• What are you passionate about outside
of work?
• What has frustrated you about former
workplace cultures?
• Assign one interviewer to go deep on these
topics
• Develop a scoring key
Don’t:
• Ask confirmatory questions
(e.g. – do you thrive in fast
paced environments?
• Walk through your published
“culture” or “values” document
• Don’t let your own biases get
in the way if someone is
different
WHEN INTERVIEWING
7. THE PREDICTIVE INDEX
EARTBRIEFCASEHEA
Education
Knowledge
Skills &
Experience
• What skills and knowledge does the person need on “Day 1”
and what can be learned with on the job training?
• Are there required licenses or certifications?
• How much depth of knowledge/experience is needed in a
critical technical area?
• Is it a complex role?
• Are there unique experiences that are required to do this job?
QUESTIONS TO CONSIDER
8. THE PREDICTIVE INDEX
EARTBRIEFCASEHEA
Education
Knowledge
Skills &
Experience
MANY FLAWS OF RESUMES
Reviewing resumes are the most common way we assess the
”briefcase,” but the way we use them is riddled with flaws.
Resumes are good for high-level screening (e.g., assessing
whether they have the right “Day 1” knowledge).
But avoid the following biases…
• Quantity (“They’ve done a lot so they must be good” )
• Resume Progression (“They were a manager, then a director
so they must be ready to be a VP”)
• Shiny Object (“Nobel peace price… Hired!”)
• Education (“He went to Yale; he must be awesome”)
• Age (“Can’t teach an old dog new tricks.”)
• Design (“I love the layout of the resume; she’s great.”)
9. THE PREDICTIVE INDEX
EARTBRIEFCASEHEA
Education
Knowledge
Skills &
Experience
BETTER WAY TO ASSESS
Skills & knowledge tests
• Objective evaluation
• Easy to access and use
• Good for many basic skills and technical competencies
• Candidates expect them
• Helps avoid “over inflated resume” syndrome
Structured Interviews
• Some rigor needed to get set-up (e.g., defining the job)
• Excellent objectivity and customized for job
• Candidates answer the same questions and are graded
on the same scale
• Reduces interviewer bias while providing good data to
differentiate candidates
10. THE PREDICTIVE INDEX
On the Job Performance Predictors
Source: Schmidt, Frank L. and Oh, In‐Sue and Shaffer, Jonathan A., The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical
Implications of 100 Years of Research Findings (October 17, 2016). Fox School of Business Research Paper. Available at SSRN: https://ssrn.com/abstract=2853669
Behavioral and
Cognitive
Assessments
Combined with a
structured interview
process allows for
58%+ predictability!
OK Predictors
POOR Predictors
The BEST Predictor
11. THE PREDICTIVE INDEX
HEAD HEART BCASE
Behaviors
Cognitive Ability
What’s in someone’s head is probably the most hard-wired,
difficult-to-change part of them.
We all have certain behavioral drives and we all have a certain
amount of cognitive horsepower. These will both have a huge
impact on whether a person will be successful in a given role.
As the person hiring for the role, you should make it a priority to
understand what behavioral drives are most important and how
much general cognitive is required for success.
WHY IT MATTERS
14. THE PREDICTIVE INDEX
A DOMINANCE
B EXTRAVERSION
C PATIENCE
D FORMALITY
Behavioral Factors
15. THE PREDICTIVE INDEX
Dominance
“Allow me to include others.” “Let me put my mark on the idea.”
Needs High ALow A
Deferential | Supportive Determined | Forceful
Behaviors High ALow A
16. THE PREDICTIVE INDEX
“Give me time to think it through.” “Let me discuss with others.”
Needs High BLow B
Private | Reflective Sociable | Influential
Behaviors High BLow B
Extraversion
17. THE PREDICTIVE INDEX
“I am comfortable with pressure
and change.”
“I am comfortable with
familiarity.”
Needs High CLow C
Intense | Prompt Composed | Habitual
Behaviors High CLow C
Patience
18. THE PREDICTIVE INDEX
“Don’t confine me to rules and
structure.”
“Give me structure and
framework.”
Needs High DLow D
Spontaneous | Prompt Diligent | Structured
Behaviors High DLow D
Formality
19. THE PREDICTIVE INDEX
PI Cognitive Assessment™
12min timed assessment
Measures learning speed and
the ability to manage complexity
Scientifically Valid
20. THE PREDICTIVE INDEX
General Cognitive Ability (GCA)
Simply put:
The ability to learn
g
refers to developed General Cognitive Ability
21. THE PREDICTIVE INDEX
An Indisputable Link
Overwhelming evidence that g predicts job performance
(e.g., Schmidt, 2002)
Increasing complexity
(e.g., Technology)
Hyper-connectedness Accelerated rate of change
22. THE PREDICTIVE INDEX
• Don’t put too much weight on the briefcase
• Do structure your interviews
• Do invest in developing interviewing expertise
• Do use validated tools
• Do gain alignment on the Job:
• What behavioral drives?
• What cognitive need?
• What are ”must haves” on Day 1
OVERVIEW
HOW MANY PEOPLE IN THIS ROOM ARE WORLD CLASS INTERVIEWERS?
Some may be, but your organization isn’t
Although fantastic, you can’t have an entire organization of magic unicorns
HOW MANY PEOPLE IN THIS ROOM ARE WORLD CLASS INTERVIEWERS?
Some may be, but your organization isn’t
Although fantastic, you can’t have an entire organization of magic unicorns
HOW MANY PEOPLE IN THIS ROOM ARE WORLD CLASS INTERVIEWERS?
Some may be, but your organization isn’t
Although fantastic, you can’t have an entire organization of magic unicorns
(Why do we have heart?)
(Kind of gross example but I’ve done work with conagra and their slaughter houses. Those people are passionate about what they do because they feed the world. It is the most disgusting job)
(Sales in different companies isn’t always the same… Fast moving flat organization vs. IBM process heavy, hierarchical sales)
(are they data oriented going into a social job)
(e.g., they believe in collaboration and teamwork and the company doesn’t operate that way)
(e.g., they like big money but company is about shared rewards and success)
(e.g., rugged individualist with a group of charity oriented altruists.
(Kind of gross example but I’ve done work with conagra and their slaughter houses. Those people are passionate about what they do because they feed the world. It is the most disgusting job)
(Sales in different companies isn’t always the same… Fast moving flat organization vs. IBM process heavy, hierarchical sales)
(are they data oriented going into a social job)
(e.g., they believe in collaboration and teamwork and the company doesn’t operate that way)
(e.g., they like big money but company is about shared rewards and success)
(e.g., rugged individualist with a group of charity oriented altruists.
(Can they do the job; Not will they)
(e.g. nurse, CDL vs. Account Management)
(e.g., Series 7, CDL)
(e.g., machine learning, speaks multiple languages)
(e.g., COO role who will also have Finance responsibilities)
(e.g., drug approval process experience)
(Can they do the job; Not will they)
(e.g. nurse, CDL vs. Account Management)
(e.g., Series 7, CDL)
(e.g., machine learning, speaks multiple languages)
(e.g., COO role who will also have Finance responsibilities)
(e.g., drug approval process experience)
(Can they do the job; Not will they)
(e.g. nurse, CDL vs. Account Management)
(e.g., Series 7, CDL)
(e.g., machine learning, speaks multiple languages)
(e.g., COO role who will also have Finance responsibilities)
(e.g., drug approval process experience)
When we look at candidates, we think about the head, the heart and their briefcase. Unfortunately, we put too much emphasis on the briefcase, where they were educated, what they’ve done and don’t spend enough time understanding what makes them tick. The sad reality is that we are Hired for what you know. Fired for who you are.
(Why do we have heart?)
Say something like:
PI just provides insight into what motivates you or future employees so that we can establish our better professional world.
The Behavioral Assessment is scientifically valid, with over 20,000,000 assessments taken (that’s a lot of data to back it up).
The results do not include or exclude you from anything.
Say something like:
But how do they do this? How do they know what’s awesome?
PI uses a talent methodology that measures drives, needs and behaviors.
Drives create needs and behaviors are then a response to a need.
Some drives are born in us – like the drive to survive. Some other drives are the result of heredity, experience and learning.
For example, everyone has the drive to survive. That drive causes us to feel a need to eat food every day. The need to eat food (being hungry) results in the behavior of walking across the street to a café get a sandwich. The drive creates a need and the need results in observable behavior. However, people are different. They have different drives and needs. You may see similar behavior, but the drive and need behind it isn’t the same.
For example, some customers are at that café because they are hungry, but others may be there because of a need to socialize and meet up with friends. Again, similar behavior, but the need for being there is different.
It’s a short assessment that takes less than 10 minutes to complete and provides so much great information for you and our organization.
There is no need to study or prepare. There is no judgement. No pass/fail. No wrong answers.