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!