PointLeader Predictive Analytics

11/02/2021

Join us at the PERSONNEL TESTING COUNCIL OF METROPOLITAN WASHINGTON Fall Event this Thursday afternoon at 4:00 ET. Register at https://lnkd.in/d-vKTiMr

11/16/2020

Join us for a LinkedIn live event on Wednesday with Dr. Scott Davies and Dr. Eileen Jason.

11/11/2020

Talent Management as a concept is finally dead. Workforce Architecture is proposed by Deloitte Insights to be a more useful concept for organizations going forward, and I agree. Unlike Talent Management, Workforce Architecture is more inclusive, less linear, takes into account more contextual variables, and places more emphasis on relationships and the self direction of workers versus top down management - making it a better approach for understanding, creating and sustaining positive changes.

11/06/2020

Meet Sandra Krauzewicz, Mosaic's newest team member. Sandra is our Organizational Development Analyst and she helps to run our background checks as well as our PointLeader Predictive Analytics assessments. She has an extensive background in behavioral work with humans and animals and is currently working on a masters degree for Industrial and Organizational Psychology!

Want to learn more about Predictive Analytics Assessments for your company? Call Sandra today at 210-874-1931

10/29/2020

Dr. Scott Davies, CEO, Talent Assessment Expert - live via Restream.io Powered by Restream https://restream.io/...

10/03/2020

The Employability Report for job applicant selection is powered by the PointLeader Potential Assessment (PPA). Competency aligned interview questions and behavioral change tools for new hires are included with the Report, making it a valuable package for small and medium sized businesses wanting to improve their job applicant process and outcomes with the research rigor we provide to Fortune 500 firms.

09/26/2020

For those who have not followed us from the beginning of our journey to provide the most user friendly, fair, and valid talent management system available, this is where it started 12 yrs ago. We gathered user specs from stakeholders (HR professionals, leaders, employees, IO psychologists) for an ideal talent management system. They told us it needs to fairly and accurately describe jobs in terms of critical competencies - based on a competency model that is sufficient, but not overly complex - it needs to fairly and accurately describe a person's potential fit to the competencies, and it needs to fairly and accurately describe employee performance behaviors for direction and evaluation -- and it needs to store all the data in an aligned manner so it can all be analyzed together on-demand without searching multiple files in multiple systems. We created the graph below, and stakeholders said - That's it! We built the tools, the system, and the databases; validated the entire system in over 500 studies to ensure measurement fairness & predictive validity of target business outcomes. Critical competencies for a job are on Y axis; with competency level results from our Performance, Potential and Focus assessments for a person.

09/09/2020

09/01/2020

Listen to "Hiring for Job Fit and Diversity 2020" by Scott Davies via

Become a part of the business solution and not part of the problem -- learn how Dr. Scott Davies, CEO and his team are helping assess and hire for and -- social and business imperatives for PointLeader Predictive Analytics, your HR assessment provider for 2020 and bey...

08/29/2020

Check out our new assessment shop page and let us know what you think! For you early adopters, we have validated a new off-the-shelf Employability Report that is offered here for the first time! https:pointleader.us/webshop

08/27/2020

Changes in job and role definitions are increasing exponentially, given shifts in jobs (e.g., all remote, partial remote), goals, and scope of responsibilities. Layoffs, reassignments, upskilling, and gig work are all shaking the building blocks of organizations - the "jobs". The coming of this phenomenon has been predicted since at least the 90's (e.g., Howard, A. (Ed.). (1995). The changing nature of work), which is why we built HR technology and research based models, measures, and metrics for accommodating changes through assimilation of job competencies to job and role requirements in the PointLeader Predictive Analytics talent management system - to improve work life for employees, trainers, team members and managers by providing useful guidance on what needs done in a job, who has highest potential to fit best in the job, and how each person will likely behave in the workplace within the reality of constantly changing jobs and roles.