Inside the Mind of Hiring with Dr. Mickey Fineberg: Business Psychologists Enabling the Selection and Preparation of Great Leaders
Inside the Mind of Hiring with Dr. Mickey Fineberg: Business Psychologists Enabling the Selection and Preparation of Great Leaders
Transformation Talk Radio · Transformation Radio - New Mainstream in Talk Radio
Show overview
Inside the Mind of Hiring with Dr. Mickey Fineberg: Business Psychologists Enabling the Selection and Preparation of Great Leaders launched in 2025 and has put out 43 episodes in the time since. Releases follow a fortnightly cadence.
None of the episodes are flagged explicit by the publisher. It is catalogued as a EN-US-language Business show.
The show is actively publishing — the most recent episode landed 3 days ago, with 18 episodes already out so far this year. Published by Transformation Radio - New Mainstream in Talk Radio.
From the publisher
*Step into the intricate world of hiring with Dr. Mickey in "Inside the Mind of Hiring." This show dives deep into the psychology and strategy behind one of the most critical decisions leaders face: choosing the right people. Dr. Mickey reveals the often-hidden traits that make individuals right fit—or a potential mismatch—for an organization, emphasizing the profound effects that hiring choices have on company culture, morale, and effectiveness.* In each episode, Dr. Mickey and expert guests uncover the full hiring journey, exploring both the bright and shadow sides of candidate evaluation. The show highlights a powerful process that often separates hiring success from failure: assessments. From personality and aptitude tests to the psychologist’s interview, these assessments provide insights that go beyond what’s captured in interviews, references, and resumes. They enable hiring managers to look past the sunlight of surface impressions and into a person’s illuminating shadows to truly understand what makes a candidate tick in terms of both strengths and potential red flags. With Dr. Mickey as the guide, the show examines how assessments help mitigate common hiring challenges: **Uncovering True Motivations**: Assessments reveal what drives candidates—factors that may not come across in a polished interview. A person’s motivations often align closely with their engagement and satisfaction in the role, making assessments a vital tool to predict long-term fit and potential impact on company morale. **Identifying Hidden Strengths and Weaknesses**: Some of the most important characteristics in a candidate are often invisible on paper or even in person. Assessments can reveal traits like resilience, adaptability, emotional intelligence, and work ethic, which directly affect team dynamics and job performance. **Reducing Bias**: Interviewer biases can subtly influence hiring decisions, whether they stem from personal preferences or subconscious assumptions. By introducing the psychological assessment factor into the hiring process, companies can add a more objective layer of evaluation, reducing the influence of superficial biases and focusing on the traits that truly predict success in the role. **Improving Hiring Accuracy**: Despite best efforts, traditional hiring methods often yield a success rate of only 40-60%. The cost of a poor hire is high—up to two times the base salary—due to onboarding, morale impacts, and productivity losses. Assessments increase hiring accuracy by adding data-driven insights, helping organizations make well-rounded decisions that align with their culture and values. But Dr. Mickey emphasizes that while assessments bring immense value, they’re just one piece of the puzzle. The best hiring outcomes combine the insights of assessments with human judgment, personal impressions, and team input to create a comprehensive understanding of each candidate. "Inside the Mind of Hiring" isn’t just about finding the right fit—it’s about cultivating teams that drive success, lift morale, and embody the company's vision. This show is a must-listen for hiring managers, HR professionals, and job seekers alike. By learning how to leverage assessments and avoid common pitfalls, leaders can make more informed and successful hiring decisions, while candidates gain insights into presenting their authentic selves. Join Dr. Mickey for a deep dive into hiring psychology and discover how to make smarter, more holistic hiring decisions that shape thriving teams and successful companies
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Encore: The 2026 Executive
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
The 2026 Executive
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?
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.
After Hire, The Real Challenge
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!
Adapting to Skills Based Organizations (SBO’s)
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)
The kind of People Companies Want in 2026
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.
Organizational Culture
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.”
Encore: The Power and Urgency of Self-Reinvention
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
Encore: Think Like an Owner, Act Like an Owner!
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.
Think Like an Owner, Act Like an Owner!
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.