Why are so many organizations and HR teams failing to select and hire top-performing employees that positively impact their company’s bottom line? It’s because they are only seeing the tip of the iceberg when it comes to hiring, and it is what’s beneath the surface that truly matters. For example, a resume has a certain place in the hiring process, as it allows an applicant to put their credentials in front of the prospective employer.

Resumes include important information that is useful for performing background and reference checks on a candidate, but they should never be the singular basis for hiring someone. Prospective employees often exaggerate their capabilities, and some candidates will include job duties in the experience section that they have never even performed. Therefore, relying on a resume to hire someone is never a good idea. If we are going to hire according to fit - to increase our chances of finding and retaining the best employees - we must learn how to move beyond the resume and interview. And this is precisely where occupational DNA (ODNA) comes into play.

Occupational DNA was specifically designed to help companies find the best possible fit for open positions within their respective organizations, regardless if it’s a new hire or a promotion. The ODNA process coupled with the right assessment solutions will help predict future job performance versus traditional methods. It works by identifying the attributes of individuals who display the competencies associated with successful performance in a given job. Organizations are then able to “break the code”, while better understanding the unique ODNA of the position and their organization by selecting employees who are best matched for each position. When an employee fits the job, something magical happens; higher rates of attendance, less turnover, higher job satisfaction, and superior job performance.

ODNA can help develop effective work teams and allow you to design optimal training programs based upon the trainees’ unique style of learning. It can also help supervisors coach, develop succession plans, provide conflict resolution, and determine what approach will work best when working with a particular employee. Of course, the biggest payoff of all is that both the employee and the employer share the benefits of enhanced job matching and all parties are better prepared for today’s rapidly changing landscape.

The problem with current employee selection will be discussed, and we will look at the importance of succession planning and prescreening candidates. Also, we look at the different approaches to assessments and introduce the advantages of adaptive assessments. We will make the case for ODNA and why it can and will help you and your entire organization find the best people. We will dissect precisely how ODNA works along with many other related concepts, such as the Rule of Thirds, the 80/20 Rule, and so much more.

Hopefully, if I’ve done my job correctly, by the time you are finished listening to this audiobook, you will know exactly what you need to do to find, retain, and develop the best candidates for your organization. These are the ones who will add substantial value to your bottom line and enhance - versus deter - the company culture. Thank you for coming along on this journey with me. My goal is to drop nuggets of information that you can immediately put into play.

I am honored to be your copilot and guide, as we navigate and explore the nuances of modern hiring. Without further ado, let’s get started!