Three Talent Tech Tools to Help You with Your Career

Contributed by Lewis Garrad on Mon, Dec 19, 2016

This article originally appeared at Sirota.com.

While so much media has been focused on how technology is going to automate jobs and replace us all with robots, much less attention is being given to the emerging Talent Tech industry.

In fact, there is a good argument that using technology to help us understand our talent and potential is really the most noble and humanitarian of causes; to help us find out how we can continue to learn, grow and stay relevant in the midst of substantial change.

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Q&A: Know Your Crew

KYC.pngIn August, Know Your Crew and Hogan X formed a partnership to advance and revolutionize team building. In combining Know Your Crew’s platform that improves team dynamics with Hogan’s decades of research and team analytics, both organizations aim to maximize their strengths to improve the global workforce.

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The MVPI Turns One Million

An individual’s values and preferences hold important implications for vocational success, satisfaction, and person-organization fit. Recognizing this fact, Hogan was the first to assess motives and interests in an organizational context, launching the Motives, Values, Preferences Inventory (MVPI) in 1996. Two years later, we were the first test publisher to develop a web-based assessment platform. After we fully integrated the system to score MVPI results for personnel selection and employee development in 2001, our online platform became the most popular way to complete the MVPI. The assessment is available in over 40 languages worldwide and recently hit a new milestone. In September 2016 we administered the one millionth MVPI assessment on our core platform. Put another way, we’ve administered the MVPI using just this one platform to more people than the entire population of Dallas, Texas.

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Why do companies still struggle with self-directed work teams in 2016?

For those unfamiliar with the concept of self-directed work teams, it’s a shift away from a typical top-down organizational structure, where one or a group of leaders set strategic direction and comes up with solutions to problems, then delegate tasks. In lieu of a traditional organizational structure, many companies are flattening their hierarchies and decentralizing power, making every employee a “stakeholder” with ownership in the company and the ability to work whenever and however he or she sees fit. These companies rely on small, self-managing teams tasked with solving specific problems.

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The Dark-Side of Personality: A Cross-Cultural Perspective

Everyone around the world derails, or shows their dark side, at some point in a career. That is, people from all walks of life inevitably demonstrate behaviors and reactions that end up getting in the way of leadership, relationships, and/or performance at one time or another. But why do self-aware, educated professionals who know their stress-induced conduct is counterproductive act in such ways across the globe?

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How Private Equity Firms Hire CEOs

equity.jpgFounder and Chairman of Green Peak Partners, J.P. Flaum, recently conducted a research study with Jeffrey Cohn of DHR International to determine how successful private equity firms avoid the extremely costly mistake of a bad CEO selection.  After collecting data from the managing partners of 32 PE firms, the authors concluded that (1) experience is overrated, (2) leadership is about building high performing teams, (3) urgency is as important as empathy, (4) perseverance is a key attribute, and (5) trustworthiness is critical.
 
The following article first appeared in the June 2016 issue of Harvard Business Review.

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