Jason Taylor
PhD
Free
Presenting the Latest HR Technology Trends for Today’s Corporations Expert
Jason Taylor Quick Facts
- Main Areas
- Behavioral Assessments in Human Resources/Training Functions
- Career Focus
- Business Executive, Speaker, HR Thought Leader
- Affiliation
- PeopleAnswers, Society for I-O Psychology (SIOP), American Psychological Association (APA)
Jason Taylor uses science and technology to design tools for the selection and talent management field. Annually, the tools under Taylor's direction match several million employees to employers. Taylor often speaks on talent management and selection technology at conferences across many industries including HR, retail, hotel, restaurant, real estate, and industrial-organizational psychology. Member: APA and SIOP.
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Article
What You Need to Know About Leadership
Executive Summary Since the inception of business, organizations have searched for clues to help identify and select successful leaders. They have searched for men and women of vision with that rare combination of traits that help them serve as motivator, business driver, and authority figure. The concept of leadership has been widely observed and frequently studied, but a thorough understanding of what defines successful leadership has always remained just out of reach.
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Redline Your Business RPMs (Revenue--Profit--Manpower) with Enhanced Competency Models
Executive Summary Most organizations have invested extensive labor hours and considerable expense in the creation of competency models. While on-the-job skills and tasks are often the topics of competency discussions, there is another aspect of a strong competency that many HR leaders overlook: the core behavioral characteristics that naturally drive success in a specific job. How can competencies plus core behaviors increase your business RPMs?
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The Fundamentals of a Coaching Session
Preparation is the game plan for developing talent Employee coaching is a methodology used to develop talents and skills within your employees that leads to promotion, increased productivity, and career longevity. Successful coaching techniques help you to retain top talent, and that talent helps drive and expand the business.* But good coaching takes knowledge, forethought, and—most of all— planning. “Be Prepared”—A Motto Not Just for Boy Scouts The old motto “Be prepared” applies to coaching sessions.
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Performance Profiles: The Building Blocks of an Evidence-Based Talent Strategy
Executive Summary The business task of hiring better people has spawned a deluge of potential solutions from voices in the talent management space. NEWS FLASH: There are no quick fixes to improve your workforce. The real potential for workforce improvement lies within your company—in the natural behaviors of your own employees. To effectively tap into and improve your workforce, you will need an evidence-based talent strategy that provides you with these elements: proof of its efficiency, real data, better people for your jobs, and a substantiated, strong ROI.
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Performance-Based Interviewing: Strategies to Identify the Game-Changers in your Candidate Pool
Executive Summary
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The Productivity Cycle: Transforming Your Workforce from an Expense to a Profit Center
Note: Images from the original text are omitted in this text version. Executive Summary
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Selecting an Assessment Technology: Five Business Principles Vital to Your Success
Executive Summary The goal within most organizations is to hire a happy, productive workforce that rnstays on the job longer and produces more. That simple mission is often very rnhard to execute without an HR tool that is proven to predict a candidate’s rnon-the-job performance and tenure. Volumes of research show that an assessment rntechnology—when positioned and deployed correctly—will reduce turnover and rnimprove productivity while creating a reservoir of objective performance data rndesigned to identify prospective employees who are good fits in specific job
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How to Launch New Employees to Success With Behavioral Onboarding Techniques
Executive Summary "Launch or No Launch" is the most important decision an executive can make when looking for an employee. Should you hire a seemingly promising candidate today, or continue with your search? Most organizations spend thousands of dollars per candidate in their selection process to ensure that the person selected is the right one for the company's mission.
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Taking a Behavioral Bite Out of Crime Through Better Hiring
Executive Summary
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Assessment Practices that Insulate You from the Elements
A quality employment assessment must include multiple safeguards designed to ensure data authenticity and system functionality
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