Inside the Mind of Hiring with Dr. Mickey Fineberg: Business Psychologists Enabling the Selection and Preparation of Great Leaders

As a result of Covid and technology shifts, there are three major changes for executive hiring: 1.      Rise of Hybrid Leadership 2.      Stronger focus on Traits vs Tenure and Experience 3.      Growth in Shorter Term Leadership Models  

As a result of Covid and technology shifts, there are three major changes for executive hiring: 1.      Rise of Hybrid Leadership 2.      Stronger focus on Traits vs Tenure and Experience 3.      Growth in Shorter Term Leadership Models  

Do You Think You are Live-Interview-Worthy for the Job of Your Life? Inside the Mind of the Executive Hiring Team!  Getting to the live interview has gotten more challenging for many Manager and Executive applicants. The stack of filters is also higher for managers and executives than individual contributors. But individual professional contributors still have to jump through some hoops to make it to the interview plateau as well. 

The hiring team did their job: Ensured qualified candidate sourcing (at least 3); Provided thorough and adept interviews and background reviews; Engaged solid background checks; Incorporated a business psychologist’s perspective; Participated in robust team discussions of candidates individually and comparatively; and made a consensus candidate choice; Yaay!!! Now, the chosen candidate needs to contribute to great business results and align with cultural standards. That’s the real challenge!

A skills-based organization (SBO) uses a dynamic system, that includes AI, to continuously map and update people’s skill and role requirements.. SBO’s outperform companies that remain focused on job titles because they can achieve better workforce agility, quicker role staffing, faster redeployment in reorganizations or crises, and more fluid internal ability. This is because AI surfaces transferrable skills and inferred skills (from a person’s background, behaviors, and experiences). These skills-based systems actually increase the chances for employees to take on new roles or promotion opportunities because of decreasing needs for external hiring. So, SBO employees tend to be more enriched, engaged, and loyal (IF THEY’RE WILLING AND EQUIPPED FOR RAPID ADAPTATION AND CHANGE IN LEARNING AND APPLYING TRANSFERRABLE AND NEW SKILLS)

This show will focus on the key characteristics that hiring managers are prioritizing for 2026 and likely a good bit beyond. They are being more selective now and are trying to recruit people for all seasons, or truly well-rounded individuals. So, for hiring managers who want to achieve competitive advantage and job seekers who want to be ahead of the crowd, this episode is for you.  

I recall attending a seminar where the recruiter-presenter was talking about the importance of cultural fit in hiring the right people. When I asked him to define culture, I got a lot of mumbo jumbo, not a clear enough definition. Shortly after this seminar, I saw a culture definition that made sense: Behavior that is tolerated and Rewarded/Behavior that is Frowned upon and Punished. Most of the CEO’s and business owners I’ve met, read about, and heard say that cultural fit is the most important factor in evaluating potential hires. As a talent evaluator for over 40 years I have understood why. The vast majority of reasons people are successful or fail relate to the right or wrong culture fit: “The manager is really good at resolving problems at the peer level.” “The manager always needs a boss to solve inter-departmental conflicts.”  

From C-suite executives to solo entrepreneurs, no one can ignore its impact. As Dr. Pat pointed out, even top personal development leaders are rebuilding their platforms with AI at the core. So, how do you adapt? How do you evolve? And most importantly, how do you change in a way that is authentic and lasting? Watch https://youtu.be/TvrykAWK4-E

How does one think and act like an owner? Unemployment numbers are creeping up. Job openings are becoming scarcer. Businesses are being more selective. So, when you’re on the job or job hunting, it is very important to think like an owner and act like one (without being presumptuous of course). If you do, you’ll stand out. You’ll weather lay-offs; you’ll come to mind for promotions; and maybe you’ll even start your own business.

How does one think and act like an owner? Unemployment numbers are creeping up. Job openings are becoming scarcer. Businesses are being more selective. So, when you’re on the job or job hunting, it is very important to think like an owner and act like one (without being presumptuous of course). If you do, you’ll stand out. You’ll weather lay-offs; you’ll come to mind for promotions; and maybe you’ll even start your own business.

The job interview is often the defining moment in the hiring process. It is your opportunity to make a strong first impression, communicate your achievements, and demonstrate how you fit within the organization’s culture. Dr. Mickey Fineberg shares valuable insights on how to navigate interviews successfully, from preparation to execution.  Watch here: https://youtu.be/euJJPaDFXR8  The key to interview success lies in preparation, authenticity, and strategic communication. From presenting yourself professionally to crafting compelling answers, every detail contributes to how you’re perceived. Follow these expert insights from Dr. Mickey Fineberg to improve your chances of landing the job you desire. For more career guidance, visit DeltaConsultants.com 

In my long career of testing people for jobs, I’ve had some key ups and downs in calling whether job candidates will be successful. Fortunately my ups have significantly outweighed my downs, but some of my downs have been pretty bad!

Today, I’m honored to introduce my terrific guest, Kathy Rosati, the Vice President HR of the Philadelphia Contributionship. TPC is a homeowners insurance company based in, you guessed it, Philadelphia, Pa. Kathy and I have been professional colleagues for many years. Planning to retire from her great career next year, Kathy is now engaged in the challenge of selecting her successor and then facilitating a smooth transition. Kathy, thanks so much for joining our show today.   Watch https://www.transformationtalkradio.com/watch.html 

This is Dr. Mickey Fineberg, and our show is Inside the Mind of Hiring. Today we’re going to discuss leadership succession with Bob Cohen, the second-generation owner of ACME Corrugated Box Company, a multi-generational manufacturer near Philadelphia, Pa. Bob, thanks for joining our show today. Watch https://www.transformationtalkradio.com/watch.html 

I loved the Netflix series Succession. Every time I viewed an episode I had fond memories of my regional, Italian-family-owned supermarket client. I served them for 20 years. The business was started by a produce street vendor (G1) in Norristown, Pa, some 20 miles west of Philadelphia. He eventually opened a superette, a relatively small-sized market in the same town. He had five sons (G2). Each became the manager of a standard-sized supermarket in a widening territory. They eventually became the business owners, and hired people to merchandise and run the stores. They built a brand of strong service and innovative merchandising. The five brothers each had two sons. Nine of the cousins joined the business in high school. The 10nth eventually became a priest. As they became adults, the cousins replaced their fathers as department heads (Grocery, Produce, Meat, Non-Foods, Real Estate, etc) Then eventually, the 5 brothers retired and the 9 cousins became the owning operators of the business with the oldest named CEO.     Watch https://www.transformationtalkradio.com/watch.html 

In the summer of 2017, a warehouse and distribution center design/build company came to us with the objective of creating a predictive test program to help them hire successful Project Managers with greater consistency. Project management has been a very important leadership role for various businesses and industries over last 25-plus years. For this construction company, it is clearly a mission critical job. Their typical candidate has a four-year mechanical or civil engineering degree. While candidates may have summer internships with the company or other firms, they are most often hired right out of college so they can be trained and culturally molded without the baggage of counterproductive habits. In some six to eight months, they are expected to become the CEO’s of multi-million-dollar construction programs and to create “raving fan” customers. The job entails facility design, establishing deals with subcontractors, leading efficient project execution, and ensuring customer and local government approval at every key phase.   Watch https://www.transformationtalkradio.com/watch.html   

I recently tested two women for a Corporate Accounting Manager job for a private equity firm that owns several companies. Both were soundly qualified and made a credible interview impression. However, when I asked each one about their weaknesses and how they deal with them, they both cited experiences of not being taken seriously because of being women, particularly in male dominated industries. One mentioned that she is short in stature which may have added to the problem. One was in her early 30’s and the pother in her late 30’s. Each noted at least one other weakness, but it was surprising to me that being female was mentioned by either one of them as a personal shortcoming per se. That said, it must have felt real for them, but more from the standpoint of being a physical disability or handicap.   Watch: https://youtu.be/qj-ECmxMk5M 

Dr. Mickey opens with a bold premise: the President is essentially the CEO of the United States. With that in mind, would he "hire" Donald Trump to run one of his client companies? His answer: “No.” While acknowledging Trump’s charisma, energy, and strategic edge, Mickey finds his leadership style too divisive for the kind of unified culture most businesses need. “Half the workforce would feel engaged,” he says, “but the other half would feel excluded.” Yet, the perception from millions of Americans tells another story—Trump's appeal is real, persuasive, and resilient.  As the 2028 race looms, this episode challenges us all to rethink what leadership should look like—and how we hire it.   Watch https://www.transformationtalkradio.com/watch.html