Want to validly predict job performance when hiring? Read about a well-intentioned but unreliable swing set assembly experiment used for hiring. Ditch the gimmicks. We have a much better alternative.

What if I told you a job applicant’s education is THE LOWEST of 11 predictors of job performance. Should HR stop requiring college degrees for applicants? Get the answer in my blog that explains why education isn't the best predictor of job performance.

Baby Boomers. Hard workers? Yes. But what happens as they leave the work force in droves?  Is there a way to navigate through this “Silver Tsunami”?

Until now, employee selection has been the least effective and most costly process that employers use. 

How costly? The average cost per employee that works for 20 years with pay and benefits of $100k is $2,000,000.00!

In light of this trend, here’s a proven approach to make employee selection an effective, respected, and lasting process. 

“The real competitive advantage in any business is one word only …, people.”

— Kamil Toume, Writer and thought leader

"It's fine to have social media that connects us with old friends, but we need tools that help us discover new people as well."

-- Ethan Zuckerman, MIT Professor

I once knew a maintenance mechanic who had a completely organized toolbox. Literally blindfolded, he could reach into the box and find the right tool for the job. I wish we could all be that organized. I thought about the tools that are available to us for selecting people for a job and how to tell the “right” tools from the “wrong” ones.