Podcasts about Psychometrics

In discussion with Rob Feltham, Mike shares thought-provoking perspectives on a range of talent topics including: real-time performance management; neuroscience in psychometric assessment; the ever-increasing importance of the freelance workforce as a central element of the talent pool; generational stereotypes (Gen Y, Gen Z etc); and the urgent need for the UK to become world class in digital skills training.  Other issues discussed include the relevance of Business Psychology in the age of AI and digital transformation, and the impact of the current US presidential regime on DEI initiatives.   Mike is a chartered occupational psychologist and has worked for the past 25 years as a consultant in talent management with a particular focus on assessment for senior level roles, especially for private equity clients. Prior to qualifying in psychology, Mike had a career in Bass plc, and later worked for the Defence Evaluation and Research Agency (forerunner to QinetiQ) as a government scientist researching topics for the UK armed forces, during which time he started his doctorate researching ways of evaluating computer-based training techniques in the submarine service. Subsequently Mike worked for several consultancies and executive search businesses where he set up three assessment practices, before running his own consultancy www.kildonanconsulting.com in talent management with a particular focus on senior leader assessment.  He is now semi-retired.Mike is a frequent conference speaker and has authored many papers on Human Resource issues - several which can be found in open access on the internet. A full list is available on request.  About the book: Rugg-Gunn, M. (2024), Managing Talent: A Short Guide for the Digital Age, Routledge.  Rob Feltham is Podcast Editor of The ABP  

Send us a Message!In this episode, we explore the truth and reality behind personality tests and psychometrics. As great of a tool as psychometrics are (learning styles, communication preferences, etc.) they are only good for the single purpose that they are designed for.Our prescription for this episode is to avoid commercial adaptations of academically validated assessments, most are bad science. If you want something that will actually work, reach out to us!You can reach out to us to talk more about psychometrics and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, Traci Chernoff talks with Jason P. Carroll, a leadership strategist and founder of Aptive Index, where they discuss the importance of psychometric assessments in hiring and team dynamics. They explore the challenges of hiring, the role of ego in leadership, and the significance of understanding different work preferences. This conversation pinpoints the need for engagement and retention strategies, the pitfalls of using assessments, and the value of diversity in the workplace. Jason also shares insights on how to leverage assessments to create stronger teams and improve organizational outcomes.Chapters00:00 Introduction to Leadership Strategy03:03 The Importance of Psychometric Assessments06:12 Hiring Challenges and Solutions08:54 Team Dynamics and Collaboration12:02 Understanding Different Work Preferences15:05 The Role of Ego in Leadership18:11 Engagement and Retention Strategies21:00 Pitfalls of Using Assessments24:00 Diversity and Inclusion in Hiring27:06 Conclusion and Call to ActionWe hope you enjoyed this deep dive on Leveraging Psychometric Assessments to Maximize Hiring and Retention. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Jason P. Carroll is a leadership strategist and trusted advisor to businesses navigating growth and change. He's the founder and CEO of Aptive Index, a company revolutionizing hiring and leadership practices with advanced psychometric assessments and strategic advisory services. Jason has guided leaders and organizations to achieve transformative results, including scaling Champion National Security from $24 million to $80 million. A Certified Executive Coach and Dare to Lead™ Facilitator trained by Dr. Brené Brown, Jason is deeply committed to personal development and building inclusive, high-performing organizations. His work reflects a people-first approach, integrating innovative tools and compassionate leadership to align talent with organizational goals. Guided by core values of courage and generosity, Jason's vision is to empower leaders to create workplaces where collaboration and resilience thrive.Connect with Jason P. Carroll here:Website: https://jasonpcarroll.com/Follow Jason on LinkedIn: https://www.linkedin.com/in/jasonpcarroll/Tune in to Jason's podcast Work Cultured https://podcasts.apple.com/us/podcast/work-cultured/id1653494803https://open.spotify.com/show/0HeJOLtBHT0mqeQA7K7N8V Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of 'Resilience Unravelled,' Dr Russell Thackeray welcomes Dr. Stewart Desson, CEO and founder of Lumina Learning to discuss all things psychometrics. Known for his innovative Lumina Spark Psychometric Model, Dr. Desson shares his journey from scepticism about personality measurements to creating a tool that integrates both quantitative and qualitative approaches to understanding personality. He explains the framework of the Big Five personality model, addressing biases in traditional psychometric assessments and proposing a more balanced, inclusive language. Dr. Desson emphasizes the importance of self-awareness for leaders and teams, exploring topics such as neurodiversity and the changing nature of personality over time. He also delves into the practical applications of psychometrics in improving team dynamics, leadership, and personal development. The episode highlights ongoing research initiatives and invites listeners to participate, offering insights into how individuals and organisations can leverage these tools for better interpersonal understanding and workplace effectiveness.00:00 Introduction 00:26 Meet Dr. Stewart Desson01:19 The Journey to Psychometrics02:26 PhD Insights and Personality Measurement04:37 Defining Personality06:03 Personality Adaptation and Change09:42 The Ocean Model Explained11:20 Biases in Personality Models15:55 Lumina Learning and Balanced Psychometrics17:03 Understanding the Purpose of Personality Testing18:42 The Role of Leaders in Personality Awareness19:33 Ongoing Research and Opportunities for Participation21:59 Applications and Benefits of Lumina Learning24:55 Challenges and Criticisms of Personality Tools29:35 Neurodiversity and Personality Research32:49 Getting in Touch and Final ThoughtsYou can find Stewart Desson on LinkedinYou can contact us at info@qedod.comResources can be found online or a link at our website https://resilienceunravelled.com

Is it okay to use large language models in the research process? For what task, exactly, and to automate the task or to augment the researcher? In this episode, we try to explore whether and how LLMs could be used in five aspects of the research process - for paper writing, reviewing, data analysis, as a subject of research, or as a surrogate for research subjects. We also discuss whether they should be used at all, and what some long-term consequences could be of such a choice, and we develop a number of heuristic rules to help researcher make decisions about using LLMs for research. Episode reading list Kankanhalli, A. (2024). Peer Review in the Age of Generative AI. Journal of the Association for Information Systems, 25(1), 76-84. Yang, Y., Duan, H., Liu, J., & Tam, K. Y. (2024). LLM-Measure: Generating Valid, Consistent, and Reproducible Text-Based Measures for Social Science Research. arXiv preprint, . Li, J., Larsen, K. R. T., & Abbasi, A. (2020). TheoryOn: A Design Framework and System for Unlocking Behavioral Knowledge Through Ontology Learning. MIS Quarterly, 44(4), 1733-1772. Larsen, K. R., Yan, S., & Lukyanenko, R. (2024). LLMs and Psychometrics: Global Construct Validity Integrating LLMs and Psychometrics. 45th International Conference on Information Systems, Bangkok, Thailand. Anthis, J. R., Liu, R., Richardson, S. M., Kozlowski, A. C., Koch, B., Evans, J., Brynjolfsson, E., & Bernstein, M. (2025). LLM Social Simulations Are a Promising Research Method. arXiv preprint, . Abbasi, A., Somanchi, S., & Kelley, K. (2025). The Critical Challenge of using Large-scale Digital Experiment Platforms for Scientific Discovery. MIS Quarterly, 49(1), 1-28.

If you are curious to know yourself more objectively, to convert intuition into knowledge, or to understand who you are and what you want, there is an answer! Find out about personality profiles and psychometrics from three expert panelists on the Vision In Action, Live! podcast. Call in during the event at 724-957-4733 or chat live at https://kphred.com Panelists: Dr. Michelle Maidenberg, Ph.D., MPH, LCSW-R, CG, therapist, Author of Free Your Child from Overeating and Ace Your Life, blogger, and Ted Talk speaker. Grace Simon, Certified Breakthrough & Success Coach, NLP, EQ and DISC Profiler, Speaker, Trainer Wendy Sellers, MA HR & HCA, certified consultant, DiSC profiler, speaker, and author of Suck It Up, Buttercup Jim Boswell, Grace Simon, Wendy Sellers, Dr. Michelle Maidenberg, Ph.D

Is it fair?Toddlers in pre-school cry that it's unfair.. Elon Musk and Donald Trump are doing much the same. Your team will too.There's a deep human need for things to feel fair.Yet, there is no sign that life and the universe intend life to be fair. Every species is different. And every person is different.Your team will judge you for your fairness.Yet, that doesn't mean that you treat them the same. Sometimes it's been refined into equitable. That everyone has the same chance.Your job as a Manager is not to treat everyone the same.It's to understand which each need. In our conversation Tony Walmsley talked about the differences between Sprinters and Marathon Runners. Each needs different things.Your team members each have different needs... your job is to work out what they are.Today's podcast episode was a discussion with Niki Vinogradoff, Tony Walmsley and myself.

Whilst statistics might be a psychological topic that lots of aspiring and qualified psychologists dread, learning about psychometrics and psychological measurements is a lot of fun and it is really interesting. We need to understand how to create good psychometric measurements so we can measure the behaviour we intend to and not any other variables. This is even more important for aspiring and qualified clinical psychologists where the quality and accuracy of our psychometric measurements could be the difference between people receiving or being denied mental health support. This statistics topic is critical to understand and appreciate. Therefore, in this psychological statistics podcast episode, you'll learn what are psychometrics, what are psychological measurements and a lot more insightful facts that will deepen your understanding of statistics.In the psychology news section, you'll learn about what we mean when we talk about "the ick", trouble finding words is common in long covid, and how holiday benefits last longer than we thought. LISTEN NOW!If you want to support the podcast, please check out:FREE AND EXCLUSIVE 8 PSYCHOLOGY BOOK BOXSET- https://www.subscribepage.io/psychologyboxset401 Psychology Statistics Questions For Psychology Students: A Guide To Psychology Statistics, Research Methods and More- https://www.connorwhiteley.net/401-psychology-statistics-questions Available from all major eBook retailers and you can order the paperback and hardback copies from Amazon, your local bookstore and local library, if you request it. Also available as an AI-narrated audiobook from selected audiobook platforms and libraries systems. For example, Kobo, Spotify, Barnes and Noble, Google Play, Overdrive, Baker and Taylor and Bibliotheca. Patreon- patreon.com/ThePsychologyWorldPodcast#psychometrics #psychologystatistics #psychologymethods #statistics #statisticsfordatascience #mentalhealthadvocate #psychology #psychology_facts #psychologyfacts #psychologyfact #psychologystudent #psychologystudents #podcast #podcasts

In this podcast, Andrea Burgess discusses her paper Clinical utility and psychometric properties of tools for early detection of developmental concerns and disability in young children: A scoping review.   The paper is available here: https://doi.org/10.1111/dmcn.16076   Follow DMCN on Podbean for more:  https://dmcn.podbean.com/ ___ Watch DMCN Podcasts on YouTube: https://bit.ly/2ONCYiC __ DMCN Journal: Developmental Medicine & Child Neurology (DMCN) has defined the field of paediatric neurology and childhood-onset neurodisability for over 60 years. DMCN disseminates the latest clinical research results globally to enhance the care and improve the lives of disabled children and their families.   DMCN Journal - https://onlinelibrary.wiley.com/journal/14698749 ___ Find us on Twitter! @mackeithpress - https://twitter.com/mackeithpress

A conversation with Zac Engler, Manon Rimbaud, Max Armbruster & Shiran DanochIn this episode, listeners will hear a measured, up-to-date conversation on psychometric assessments and AI, featuring insights from Dr. Shiran Danoch, Zac Engler, Manon Rimbaud, and Max Armbruster. Together, they explore the promise and potential pitfalls of popular hiring tools, explaining how to separate scientifically grounded methods from hollow hype. You'll learn how to identify reliable vendors, uncover ways to reduce bias, and discover practical strategies for integrating AI in an ethical, data-driven manner. If you're looking for clear guidance on designing or selecting assessments—and want to future-proof your talent acquisition process—this episode offers a straightforward, expert-led roadmap.

“The future of assessments is about customization at scale. AI allows us to generate and adapt assessments in real-time, making them more relevant to specific job roles.”–Ben WilliamsIntroduction: In this episode of Psych Tech @ Work, I sit down with Ben Williams, Managing Director of Sten 10, to discuss how AI is reshaping the field of psychometric assessments and hiring processes. Our conversation dives into the evolving landscape of AI-driven assessments, the ethical considerations of using AI in hiring, and the challenges of maintaining transparency and fairness while incorporating new technologies. Ben shares insights into blending AI with traditional assessment tools and how this impacts the future of selection processes.Key Topics Covered:* The role of AI in automating and customizing assessments* Emerging challenges in trust, fairness, and explainability in AI-powered hiring* The importance of designing job-specific psychometric tools that align with organizational needs* AI's potential in generating, scoring, and validating assessments* Future implications of AI on entry-level and senior hiring rolesSummary:We explore AI's role in streamlining psychometric assessments while addressing challenges in maintaining transparency and fairness. Ben describes how Sten 10 has integrated AI to make assessment processes faster and more personalized without losing the critical human oversight needed for ethical hiring practices. We also discuss prompt engineering, AI literacy, and the limitations of AI-generated assessments. One significant takeaway is the growing importance of designing highly contextual and customized assessments using AI while ensuring they remain interpretable and meaningful.We touch on real-world examples, including how AI can generate coaching tips and personality profiles, as well as potential concerns regarding the over-reliance on AI outputs. The conversation also highlights emerging roles related to AI governance and the need for regulatory oversight to ensure fair hiring practices.Key Takeaways:* AI augments, but doesn't replace human oversight: While AI is making assessments faster and more scalable, the need for human validation remains critical to ensuring fairness.* Custom psychometric assessments are the future: Moving beyond off-the-shelf tools, companies can develop highly specific and job-relevant assessments using AI.* Prompt engineering for assessments: Organizations can create better assessment tools by focusing on AI prompt development and optimization.* AI literacy is essential for hiring professionals: As AI becomes more embedded in hiring, HR professionals need to understand its benefits and limitations to apply it responsibly.* Trust and explainability are key: Companies must prioritize transparency to gain candidate trust and meet regulatory standards.Conclusion:AI's role in hiring is evolving rapidly, and the opportunities for innovation are endless. However, as Ben notes, the path forward requires a careful balance between technological advances and maintaining human control. By designing psychometric tools with AI and human collaboration, organizations can achieve a fairer and more effective hiring process.Take It or Leave It? Articles:* “Ineffective Human-AI Interactions and Solutions” — Oxford Review* Summary: This article delves into the factors influencing human-AI collaboration, including cognitive load and decision control. Ben highlights how integrating AI into familiar tools like Slack and Word can reduce friction and improve adoption.* “AI and Public Perception: What Americans Really Think” — Center for Data Innovation* Summary: A survey reveals mixed feelings about AI, with curiosity decreasing and negative emotions on the rise. Ben critiques the contradictions in public attitudes toward AI and how these perceptions could shape its future adoption in hiring. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

https://www.youtube.com/watch?v=nttqd3Vxy68 I'm Venessa Vasilakeris from the McQuaig Institute, where we help companies make better hiring decisions through our suite of psychometric assessments. We measure personality and cognitive ability - factors that are crucial in recruitment and overall talent management. With over a decade at McQuaig and extensive experience in contingency and retained search, I've seen [...]

Rethinking Recruitment: How Behavioral Assessments Improve Hiring and Team DynamicsIn a recent episode of The Thoughtful Entrepreneur, host Josh Elledge explores the complexities of hiring and workforce management with Jason P. Carroll, CEO and founder of Aptive Index. The discussion highlights the limitations of traditional hiring methods and introduces innovative solutions that can transform recruitment and team dynamics. Josh sets the stage by sharing insights from his conversations with over 2,000 business leaders, emphasizing the importance of informed hiring decisions.Jason P. Carroll, with his extensive experience in leadership roles, including as president of Champion, brings valuable insights into the challenges of hiring. He critiques traditional practices like resumes and interviews, pointing out their flaws such as bias, misleading information, and overlooked talent. Jason introduces Aptiv Index, a tool that uses scientifically validated psychometric assessments to provide deeper insights into candidates' behaviors and potential fit for roles. This approach helps organizations make data-driven decisions, reduce bias, and identify hidden potential in candidates.The episode also touches on the role of AI in recruitment, with Jason discussing how AI can enhance the hiring process through data analysis and custom models. He shares success stories of Aptive Index's implementation across various organizations, highlighting its versatility and accessibility for companies of all sizes. As the episode concludes, listeners are encouraged to explore Aptiv Index further, with options to request a demo and experience the assessment firsthand. This conversation empowers organizations to embrace advanced tools like Aptiv Index to improve hiring processes, enhance team dynamics, and achieve greater success.About Jason P. Carroll:Jason P. Carroll is the founder and CEO of Aptive Index, a pioneering company dedicated to transforming hiring and leadership practices by integrating advanced psychometric assessments and strategic advisory services. Aptive Index is on a mission to redefine how organizations identify, develop, and retain top talent by providing data-driven insights that align leadership capabilities with organizational goals. Under Jason's leadership, the company has quickly become a trusted partner for businesses looking to enhance their decision-making processes and foster a culture of collaboration and resilience.About Aptive Index:Aptive Index is transforming the way companies approach talent acquisition through its cutting-edge psychometric assessments. By diving deep into individuals' unique strengths, values, and work styles, Aptive Index helps organizations align talent with roles where they can truly thrive, feel fulfilled, and make a meaningful impact.The company's mission is to bring integrity and actionable insight to the workplace, empowering leaders with a deeper understanding of what truly drives their teams. Going beyond traditional assessments, Aptive Index provides empathy-focused, data-driven insights that foster positive, collaborative cultures and guide organizations in making smarter, more informed decisions. With Aptive Index, businesses gain the unfair advantage of knowing their people on a profound level—ensuring both individual and organizational success.Apply to be a Guest on The Thoughtful Entrepreneur: https://go.upmyinfluence.com/podcast-guestLinks Mentioned in this Episode:Want to learn more? Check out Aptive Index website athttps://aptiveindex.com/Check out Aptive Index on LinkedIn at

In this special episode of ScaleUp Radio, we're joined by Steve Rawlingson, a returning guest and the founder of Samuel Knight Group. With a remarkable scale-up journey under his belt, Steve shares insights on building a scalable team, maintaining a high-performance culture, and staying focused on strategic goals. Samuel Knight Group, a global recruitment company specialising in the renewable energy sector, has achieved impressive milestones, including £35 million in sales in 2023 and the potential to reach £1 billion+ within five years. From hiring strategies to leadership approaches, Steve's experience offers invaluable lessons for scale-up leaders navigating rapid growth and complex challenges. Key Discussion Points Scaling with a Focus on Values and Mindset: The importance of hiring for values and a growth mindset over skills. Lessons learned from early hiring mistakes, with only 2 of the first 20 hires remaining long-term. Psychometric testing as a tool to align candidates with the mission of achieving zero carbon emissions by 2050. Creating and Sustaining a High-Performance Culture: Transitioning from a management to a leadership-driven organisation, leading by example. The move towards a 100% employee ownership model by 2026 to align mission and accountability. Building a self-managing culture where every team member understands their role and contributions. Strategic Focus and Execution: Avoiding distractions by sticking to core market sectors and focusing on environmental impact metrics, such as megawatts of power created. Utilising regular planning rhythms like 90-day plans and clear KPIs to maintain alignment and drive growth. The significance of peer support networks like Smart Boards and the Smart90 program for effective planning and execution. Overcoming Challenges with a Growth Mindset: Viewing obstacles as opportunities and embracing change. Steve compares the scale-up journey to climbing a mountain: persistence and belief in your mission are critical to achieving the next level. Make sure you don't miss any future episodes by subscribing to ScaleUp Radio wherever you like to listen to your podcasts. For now, continue listening for the full story from Steve. Scaling up your business isn't easy, and can be a little daunting. Let ScaleUp Radio make it a little easier for you. With guests who have been where you are now, and can offer their thoughts and advice on several aspects of business. ScaleUp Radio is the business podcast you've been waiting for. If you would like to be a guest on ScaleUp Radio, please click here: https://bizsmarts.co.uk/scaleupradio/kevin You can get in touch with Kevin & Granger here: kevin@biz-smart.co.uk grangerf@biz-smart.co.uk   Kevin's Latest Book Is Available! Drawing on BizSmart's own research and experiences of working with hundreds of owner-managers, Kevin Brent explores the key reasons why most organisations do not scale and how the challenges change as they reach different milestones on the ScaleUp Journey. He then details a practical step by step guide to successfully navigate between the milestones in the form of ESUS - a proven system for entrepreneurs to scale up. More on the Book HERE - https://www.esusgroup.co.uk/   Steve Can be found here: linkedin.com/in/stevenrawlingson https://www.samuel-knight.com/ info@samuel-knight.com  

FORUM RISORSE UMANE 2024 | Talk Show in collaborazione con Giunti Psychometrics| HR & Psychological Safety |"SICUREZZA PSICOLOGICA PER LE NUOVE GENERAZIONI: NON USCIRE DALLA AREA DI COMFORT MA COMPRENDERLA!"Concetto base delle esigenze della Generazione Z è "meglio disoccupati che infelici".L'ideologia del lavoro come "sacrificio da onorare" e del "tutti gli sforzi verranno ripagati" perde forza. Il paradigma muove verso una vita privata e professionale attenta alla sostenibilità emotiva e al benessere.Come evolvono, quindi, le aree di comfort a lavoro delle diverse generazioni italiane?La sicurezza psicologica è un concetto a più dimensioni il cui peso cambia in ragione delle generazioni soprattutto nell'ambiente di lavoro, differenze generazionali importanti, quindi, si ritrovano anche nella valutazione del proprio stato di benessere. Comprendere attese, resistenze, timori e speranze delle nuove generazioni rispetto al loro equilibrio, quindi, diventa un passaggio obbligatorio da fare in quanto l'ambiente di lavoro è il vero drenante di energie positive:Cosa sta facendo il mondo dell'HR rispetto a questo?Su quali leve di ingaggio e di ascolto sta lavorando per il benessere delle varie generazioni a lavoro?Conduce: Laura Cinelli, HR Consulting Manager / Giunti Psychometrics.Intervengono:Luca Drigo, HR Manager / Coop Alleanza 3.0.Elise Fraval, Chief People Officer / AXA Digital Commercial Platform.Elisabetta Pezzotta, Human Resources Director / Sperlari.Selene Santacaterina, People & Organization Director / Amadori.Per collaborare come Speaker e Partner agli eventi di Comunicazione Italiana: marketing@comunicazioneitaliana.it

In this episode of NLN Nursing Edge Unscripted, Dr. Steven Palazzo hosts a discussion with Dr. Anne Krouse and Dr. Karen Morin about their newly developed instrument designed to assess nurse educators' self-perception of leadership competency. As co-authors of the study, Dr. Krouse and Dr. Morin share insights into the instrument's development and its potential impact on leadership in nursing education. Based on their earlier research, the tool aims to help nursing faculty evaluate their leadership attributes. Learn more about their work, “Assessment of Nurse Educator Leadership: Instrument Development and Psychometric Analysis.”Krouse, Anne M.; Patterson, Barbara J.; Morin, Karen H.. Assessment of Nurse Educator Leadership: Instrument Development and Psychometric Analysis. Nursing Education Perspectives 45(4):p 208-212, 7/8 2024. | DOI: 10.1097/01.NEP.0000000000001259Krouse, Anne M.; Patterson, Barbara J.; Morin, Karen H.. Assessment of Nurse Educator Leadership: Instrument Development and Psychometric Analysis. Nursing Education Perspectives 45(4):p 208-212, 7/8 2024. | DOI: 10.1097/01.NEP.0000000000001259Dedicated to excellence in nursing, the National League for Nursing is the leading organization for nurse faculty and leaders in nursing education. Find past episodes of the NLN Nursing EDge podcast online. Get instant updates by following the NLN on LinkedIn, Facebook, Twitter, Instagram, and YouTube. For more information, visit NLN.org.

In this conversation, Tyler interviews Josef Stetter, the Resume Whisperer and corporate culturist. They discuss the importance of corporate culture and its impact on employee engagement and retention. Josef shares his experiences in helping job seekers land their dream jobs and helping companies build effective corporate cultures. He emphasizes the need for companies to go beyond lip service and actually practice the culture they preach. Josef also talks about the Peter Principle and the importance of allowing employees to work in their areas of expertise. In this conversation, Josef Stetter discusses the importance of employee retention and the impact it has on a company's growth. He emphasizes the need for companies to understand the value of taking care of their employees and creating a positive work culture. Josef also provides insights on how to present oneself effectively in a job interview, highlighting the importance of personalizing resumes and showcasing quantifiable achievements. He shares his experiences as a father and the lessons he wants to instill in his children, including the importance of pursuing passions and finding mentors. Josef's evergreen message is to find one's passion, purpose, and supportive people to help achieve success.About Guest, Josef Stetter:Recruiter/Headhunter Extraordinaire worked w/ small to global clients * The Dream Job Whisperer · Job Market Advisor · Resume Writer · Radio show Host · People Connector · Helped 11,000 People Land Dream Jobs

When you're applying to business school, you will almost certainly have to take one of these standardized tests as part of the application process: the GMAT Exam, the GRE, or the Executive Assessment (EA). The question becomes, which one?In this conversation excerpted from Brett's recent appearance on MBA Waves, Brett breaks down the key differences between the three exams, explores which exam is best for which type of applicant, discusses the mindset you should adopt when starting to prepare for your exam, and shares the reasons you absolutely should NOT choose one test over another. He even lets slip which exam he would opt for if given the choice!There's no need to stress about which exam to take. After listening to this wide-ranging conversation about the GMAT, GRE, and EA, we're confident that you will have a clear sense of the key decision points and a firm understanding of your next steps as you prepare to dominate your test. RESOURCES / LINKSGet a feel for the different types of questions on each exam with Dominate Test Prep's free trial offers: https://www.dominatetestprep.com/free-trial-optionsFollow MBA Waves on YouTube for more great content about business and MBA admissionsConnect with Bara SapirConnect with Krithika SrinivasanSIMILAR EPISODESIf you enjoyed this episode, we encourage you to check out these other similar episodes of The Dominate Test Prep Podcast:Episode 69: Psychometrics of the GMAT Focus EditionEpisode 57: How to Prepare for the Executive AssessmentEpisode 55: Key Differences Between the Executive Assessment and GMATEpisode 42: GMAT vs. GRE for MBA AdmissionsA DOSE OF MOTIVATION"Do your planning and prepare your fields before building your house." — Proverbs 24:27Connect with Us Get more free content on the DTP YouTube Channel Register for a comprehensive prep course (GMAT Exam, Executive Assessment, GRE, LSAT, SAT) Leave us a review on Apple Podcasts Questions? Comments? Email us at support@dominatetestprep.com.

Unlock the secrets of psychological assessments with our esteemed guest, Ben Williams from Sten10, as he joins Dr Amanda Potter, CEO of Zircon, for an in-depth discussion on the tools that shape development and recruitment. Discover why validity and reliability are not just buzzwords but essential elements that ensure these assessments accurately measure what they're supposed to. Together, we unravel the intricacies of state versus trait-based assessments, such as resilience and emotional intelligence, and debate the delicate balancing act between inclusivity and fairness in assessment design.Journey with us as we dissect the methodologies behind personality assessments, from the often-debated graphology to the impact of gamified assessments on candidate experience. Learn how to navigate the tension between questionnaire length and psychometric robustness without compromising the candidate's perception of fairness. We also explore the challenges neurodiverse candidates face with situational judgment tests and the importance of utilizing normative approaches to make assessments more inclusive.Finally, brace yourself for a deep dive into the intersection of innovation, ethics, and technology in psychological assessments. Witness the ongoing debate over the use of AI in personality assessments and the ethical considerations surrounding social media data in recruitment. This episode is a testament to the transformative power of psychological assessments, underpinned by scientific rigor and cultural sensitivity, as they continue to evolve in our rapidly changing world.Episodes are available here https://www.thecpo.co.uk/ To follow Zircon on LinkedIn and to be first to hear about podcasts, publications and news, please like and follow us: https://www.linkedin.com/company/zircon-consulting-ltd/ To access the research white papers mentioned in this and other podcasts, please go to: https://zircon-mc.co.uk/zircon-white-papers.php For more information about the BeTalent suite of tools and platform please contact: TheCPO@zircon-mc.co.uk

Hello and welcome to Episode 241 of the People Powered Business Podcast!Today we are bringing you a discussion from the archives, that we featured back on Episode 128 of the podcast, and that has proven to be one of our most popular episodes yet!In this discussion I am joined by Charissa Lim of Impact Persona to chat all things Psychometrics Assessments, especially in the recruitment process.Charissa is a Certified Behavioural Consultant and DISC advocate who's passionate about helping businesses gain first-hand insights into the people's behavioural traits through one of the world's most popular personality profiling tools.She's on a mission to save businesses and hiring managers time and money - especially those who find psychometric assessment reports complex and not to mention, costly.Working with hiring managers, recruiters and career coaches, Charissa has created a variety of bespoke DISC reports that are not only cost-effective but are also very simple to digest.People come with different personalities. Charissa's goal is to harness the power of DISC Profiling to help her clients make informed hiring decisions, and identify the most ideal candidates that would best fit the business culture or role requirements.If you'd like to contact Charissa you can reach her on LinkedIn here:https://www.linkedin.com/in/charissalim/Or via her website:https://www.impactpersona.com.au/If you'd like to ask questions or start a discussion about using psychometrics in the workplace, I have an invitation for you.An InvitationWould you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian Businesses.https://www.facebook.com/groups/hrsupportaustralia

Juan Betancourt, CEO of Humantelligence on AI-powered HR in the workplace. A graduate of the prestigious endeavor.org accelerator program, his plugin, which is already used by companies like Accenture and UnitedHealthcare, provides real-time psychometric insights in 10-minute assessments, integrating with platforms like Teams, Outlook and Slack. Betancourt argues that its ability to personalize email rewrites and virtual meeting culture analysis will revolutionize the way humans interact in the workplace. But, he says, in a world where AI is going to grow increasingly powerful, the most important components are still human insight, human interaction and human intuition. #AI #Business #Media #FutureofWork #HR

This a Rebroadcast of Episode 143.If you've been actively searching for a new job or advancing your career, chances are you've encountered psychometric tests as part of the recruitment process. Yet, many professionals remain unclear about what these assessments are, how they work, and whether they should prepare for them.Knowing how psychometric assessments can reveal insights about your skills, strengths, and career drivers can be a game-changer. In this episode of The Job Hunting Podcast, we interview an expert, Paula Baetu, is a Chief Science Officer and Operations Director of TalentPredix, to explore what psychometric tests entail, how to leverage them to your advantage, and why they matter in recruitment and career development. Click here to Find Your Talents and Watch Your Career GrowRead the full Blog on the WebsiteJob Hunting Made SimpleReset Your Career - Fast-Track Your Job Search in One Weekend31 Days of Action for Job SeekersFind Your Talents: Learn About Your Strengths, and Watch Your Career GrowJoin 5,000+ Readers of The Job Hunting Newsletter: Subscribe NowLear More About Renata's career coaching and coursesTimestamps to guide your listening:02:43 Introducing Paola and Psychometric Testing04:49 Paola's Career Journey14:57 Understanding Psychometric Testing26:52 The Importance of Diverse Roles in Teams27:28 Culture Add vs. Culture Fit in Hiring27:47 Navigating Job Rejections and Respecting Competition29:02 Graduate Recruitment and Assessment Centers30:31 The Value of Psychometric Tests32:03 Using Talent Predicts for Career Development33:53 The Role of Psychometrics in Recruitment46:33 Cultural Influences on Psychometric Results50:27 Preparing for Psychometric Tests53:23 Concluding Thoughts and Future DirectionsLinks mentioned in this episode:Episode 77 - What Are Employers Looking for in Assessment Tests During the Recruitment Process?About the host, Renata BernardeHello, I'm Renata Bernarde, the Host of The Job Hunting Podcast. I'm also an executive coach, job-hunting expert, and career strategist. I teach corporate, non-profit, and public professionals the steps and frameworks to help them find great jobs, change, and advance their careers with confidence and less stress. Watch the Episodes on...

Craig is joined by business psychologist William McKee who in his own words is “Not so keen on all of the pseudoscience and daft ideas permeating the worlds of L&D, OD, HR and people development…” William has a particular distaste for the ‘dark arts' of what he refers to as ‘phony psychometrics.' We invited William onto the show to look at how and why these methods are being used and whether they have any credibility.

The client is reclining on a plush leather couch in a softly lit office, the wall adorned with framed degrees and certificates of expertise in psychology. “Tell me what's troubling you?” the therapist inquires. “Profits are down. Our employees are unhappy. And I don't know where I should be going.” This imaginary client is not a person but a business. However, the therapist is real. Dr. Nikki Blacksmith is a practitioner of industrial-organizational psychology who uses data analysis to help companies diagnose the business personality traits that are preventing them from achieving their goals. Dr. Blackstone is the co-founder and CEO of Blackhawke Behavior Science and an adjunct faculty member at American University in Washington, D.C. She is the co-author with Dr. Maureen E. McCusker of Data-Driven Decision Making in Entrepreneurship: Tools for Maximizing Human Capital.  On this week's episode, Dr. Blacksmith explains that industrial organizational psychology is essentially the application of psychological principles to the workplace.  It involves understanding human behavior in work environments, covering hiring, motivation, well-being, and organizational culture.  In addition, she emphasizes the importance of using data to make informed decisions in entrepreneurship. ​Monday Morning Radio is hosted by the father-son duo of Dean and Maxwell Rotbart. Photo: Nikki Blacksmith, Blackhawke Behavior Science Posted: September 2, 2024 Monday Morning Run Time: 47:06 Episode: 13.12

Send us a Text Message.Psychometric tests like Myers-Briggs have been around for a hundred years, but are they actually of any use to us?Do these labels actually offer any advice?All these questions and more in today's instalment!Support the Show. Social Media Links Threads https://www.threads.net/@richardnichollsreal Instagram https://www.instagram.com/richardnichollsreal Twitter https://twitter.com/richardnicholls Facebook https://www.facebook.com/RichardNichollsAuthor Youtube https://www.youtube.com/richardnicholls TikTok https://www.tiktok.com/@richardnichollsauthor

Welcome back to the Law School Toolbox podcast! In this episode, we're speaking with David Klieger, Manager of Testing and Psychometrics at Aspen Publishing, about equity in standardized testing. In this episode we discuss: David's background and work at Aspen Publishing, including on JD-Next Why is standardized testing an equity issue? How the JD-Next course prepares and assesses prospective law students and helps close the score gap in standardized tests which has traditionally been observed Indicators that a test is a valid and reliable assessment of particular skills What are law school admissions tests trying to measure? How is standardized testing in the law school space evolving? Resources: Start Law School Right! (https://lawschooltoolbox.com/start-law-school-right/) JD-Next at Aspen Publishing (https://aspenpublishing.com/pages/jdnext) LinkedIn: David Klieger (https://www.linkedin.com/in/davidklieger/) Podcast Episode 46: 4 Myths About the LSAT from Expert Nathan Fox (https://lawschooltoolbox.com/podcast-episode-46-4-myths-about-the-lsat-from-expert-nathan-fox/) Podcast Episode 246: Influence of the LSAT on the Law School Admission Process (with Shirag Shemmassian) (https://lawschooltoolbox.com/podcast-episode-246-influence-of-the-lsat-on-the-law-school-admission-process-with-shirag-shemmassian/) Podcast Episode 376: Changes to the Law School Admission Process (w/Steve Schwartz) (https://lawschooltoolbox.com/podcast-episode-376-changes-to-the-law-school-admission-process-w-steve-schwartz/) Understanding the GRE Phenomenon in Law School Admissions (https://lawschooltoolbox.com/understanding-the-gre-phenomenon-in-law-school-admissions/) How to Effectively Self-Study for the LSAT (https://lawschooltoolbox.com/how-to-effectively-self-study-for-the-lsat/) Top LSAT Mistakes to Avoid (https://lawschooltoolbox.com/top-lsat-mistakes-to-avoid/) Download the Transcript  (https://lawschooltoolbox.com/episode-452-standardized-testing-equity-w-david-klieger-from-aspen-publishing/) If you enjoy the podcast, we'd love a nice review and/or rating on Apple Podcasts (https://itunes.apple.com/us/podcast/law-school-toolbox-podcast/id1027603976) or your favorite listening app. And feel free to reach out to us directly. You can always reach us via the contact form on the Law School Toolbox website (http://lawschooltoolbox.com/contact). If you're concerned about the bar exam, check out our sister site, the Bar Exam Toolbox (http://barexamtoolbox.com/). You can also sign up for our weekly podcast newsletter (https://lawschooltoolbox.com/get-law-school-podcast-updates/) to make sure you never miss an episode! Thanks for listening! Alison & Lee

In this week's episode, our 150th and the last of season 5, Greg and Patrick hear from five people at different stages of their academic journey, who share some of their concerns about a career in academia. Along the way we also mention: deathscrolling, Patrick's fuzzy blanket, slow motion ballerina, Twix, academia infomercial, Twitter admins, micromanaging, pilot training, young Turks at the gate, stupid shit like this, chalk holders, administrative tennis, Nietzsche, Eeyore, Kaitlin Clark assists, blizzard of information, kick the can, when the street lights come on, and water goggles.Stay in contact with Quantitude! Twitter: @quantitudepod Web page: quantitudepod.org Merch: redbubble.com

Today, our guest is Dr. Keith Sanford, Professor of Psychology and Neuroscience and Baylor University. Dr. Sanford's work research falls into three categories. Psychometric (techniques to develop and validate ways of assessing people); the influence of interpersonal relationships on health-related attitudes and behaviors, and discrimination and racial disparities in health. He teaches courses on data analysis and a course he developed titled "History of Psychology, Racism, and the United States." He is an enthusiastic experimenter in his teaching, using flipped learning and recording his own music videos to help students learn key material. Dr. Sanford is also a current Active Learning Lab fellow, selected in a competitive process to teach and reflect on pedagogy in one of Baylor's premier active learning spaces. We are delighted to have Dr. Sanford on the show to discuss the journey of flipping a course, how music can help people learn, and wading into interdisciplinary teaching.   Resources: ForwardFaith.org

Hello and welcome to Episode 212 of the People Powered Business Podcast!Today we are talking about one of my favourite subjects – Psychometric Assessments!Specifically we are discussing when to use Psychometric, Strengths and Personality Assessments with your team.We start by unpacking the difference between these assessments, and when you might want to use each one, as they each have their own value and purpose.We then look at how to choose the right one for you, out of all the options out there. Finally I share the 4 key ways I love to use these assessments with teams.As promised, here is the link to our previous episode where we had Charissa Holland, Disc Expert, talk to us about using Disc in your recruitment process:https://www.peoplepoweredbusiness.com.au/blog/Charissa-LimAn Invitation:Would you like to connect with other like-minded business owners, leaders and managers experiencing similar situations with their team? Join the discussion inside our free Facebook Group – HR Support for Australian -Businesses.https://www.facebook.com/groups/hrsupportaustralia

Proudly sponsored by PyMC Labs, the Bayesian Consultancy. Book a call, or get in touch!My Intuitive Bayes Online Courses1:1 Mentorship with meStructural Equation Modeling (SEM) is a key framework in causal inference. As I'm diving deeper and deeper into these topics to teach them and, well, finally understand them, I was delighted to host Ed Merkle on the show.A professor of psychological sciences at the University of Missouri, Ed discusses his work on Bayesian applications to psychometric models and model estimation, particularly in the context of Bayesian SEM. He explains the importance of BSEM in psychometrics and the challenges encountered in its estimation.Ed also introduces his blavaan package in R, which enhances researchers' capabilities in BSEM and has been instrumental in the dissemination of these methods. Additionally, he explores the role of Bayesian methods in forecasting and crowdsourcing wisdom.When he's not thinking about stats and psychology, Ed can be found running, playing the piano, or playing 8-bit video games.Our theme music is « Good Bayesian », by Baba Brinkman (feat MC Lars and Mega Ran). Check out his awesome work at https://bababrinkman.com/ !Thank you to my Patrons for making this episode possible!Yusuke Saito, Avi Bryant, Ero Carrera, Giuliano Cruz, Tim Gasser, James Wade, Tradd Salvo, William Benton, James Ahloy, Robin Taylor,, Chad Scherrer, Zwelithini Tunyiswa, Bertrand Wilden, James Thompson, Stephen Oates, Gian Luca Di Tanna, Jack Wells, Matthew Maldonado, Ian Costley, Ally Salim, Larry Gill, Ian Moran, Paul Oreto, Colin Caprani, Colin Carroll, Nathaniel Burbank, Michael Osthege, Rémi Louf, Clive Edelsten, Henri Wallen, Hugo Botha, Vinh Nguyen, Marcin Elantkowski, Adam C. Smith, Will Kurt, Andrew Moskowitz, Hector Munoz, Marco Gorelli, Simon Kessell, Bradley Rode, Patrick Kelley, Rick Anderson, Casper de Bruin, Philippe Labonde, Michael Hankin, Cameron Smith, Tomáš Frýda, Ryan Wesslen, Andreas Netti, Riley King, Yoshiyuki Hamajima, Sven De Maeyer, Michael DeCrescenzo, Fergal M, Mason Yahr, Naoya Kanai, Steven Rowland, Aubrey Clayton, Jeannine Sue, Omri Har Shemesh, Scott Anthony Robson, Robert Yolken, Or Duek, Pavel Dusek, Paul Cox, Andreas Kröpelin, Raphaël R, Nicolas Rode, Gabriel Stechschulte, Arkady, Kurt TeKolste, Gergely Juhasz, Marcus Nölke, Maggi Mackintosh, Grant Pezzolesi, Avram Aelony, Joshua Meehl, Javier Sabio, Kristian Higgins, Alex Jones, Gregorio Aguilar, Matt Rosinski, Bart Trudeau, Luis Fonseca, Dante Gates, Matt Niccolls, Maksim Kuznecov, Michael Thomas, Luke Gorrie, Cory Kiser and Julio.Visit https://www.patreon.com/learnbayesstats to unlock exclusive Bayesian swag ;)Takeaways: - Bayesian SEM is a powerful framework in psychometrics that allows for the estimation of complex models involving multiple variables and causal relationships.-...

“There is this move from generality in a relative sense of ‘we are not as specialized as insects' to generality in the sense of omnipotent, omniscient, godlike capabilities. And I think there's something very dangerous that happens there, which is you start thinking of the word ‘general' in completely unhinged ways.”In episode 114 of The Gradient Podcast, Daniel Bashir speaks to Venkatesh Rao. Venkatesh is a writer and consultant. He has been writing the widely read Ribbonfarm blog since 2007, and more recently, the popular Ribbonfarm Studio Substack newsletter. He is the author of Tempo, a book on timing and decision-making, and is currently working on his second book, on the foundations of temporality. He has been an independent consultant since 2011, supporting senior executives in the technology industry. His work in recent years has focused on AI, semiconductor, sustainability, and protocol technology sectors. He holds a PhD in control theory (2003) from the University of Michigan. He is currently based in the Seattle area, and enjoys dabbling in robotics in his spare time. You can learn more about his work at venkateshrao.comHave suggestions for future podcast guests (or other feedback)? Let us know here or reach us at editor@thegradient.pubSubscribe to The Gradient Podcast:  Apple Podcasts  | Spotify | Pocket Casts | RSSFollow The Gradient on TwitterOutline:* (00:00) Intro* (01:38) Origins of Ribbonfarm and Venkat's academic background* (04:23) Voice and recurring themes in Venkat's work* (11:45) Patch models and multi-agent systems: integrating philosophy of language, balancing realism with tractability* (21:00) More on abstractions vs. tractability in Venkat's work* (29:07) Scaling of industrial value systems, characterizing AI as a discipline* (39:25) Emergent science, intelligence and abstractions, presuppositions in science, generality and universality, cameras and engines* (55:05) Psychometric terms* (1:09:07) Inductive biases (yes I mentioned the No Free Lunch Theorem and then just talked about the definition of inductive bias and not the actual theorem

Measurement-based care is gaining popularity, but which questionnaire should you use and what do the data really mean? Psychometric assessment encompasses everything from neuropsychological testing to self-report questionnaires like the K10. Clinical Psychologist Dr Peter Baldwin takes us through how self-report questionnaires work, how to choose a questionnaire, and how to quickly and effectively interpret the scores. He also busts some common myths about mental health questionnaires and share insights from his research and clinical practice.Peter is joined by Dale Skinner, who lives with bipolar II. Dale is determined to provide a better understanding of mood disorders and in this webinar will share his own experience of navigating self-report questionnaires. Panel:Dr Peter Baldwin, academic clinical psychologistDale Skinner, who lives with bipolar II Moderated by: Dr Phoebe Holdenson-KimuraAccess resources from this podcast here: https://d34ery7y7ckzql.cloudfront.net/3cb2dc2e-f580-4584-973a-0f95f04b43ff/Public/Resources/Webinar%2065%20Resources.pdf?448

The Minnesota Multiphasic Personality Inventory (MMPI) is a psychometric test used to assess personality traits and psychopathology. It's also used to determine hiring, promotion practices, and even parole status. However, is a test really able to determine if someone will excel at a job? Today's guest, Dr. Lindsay Oberleitner, acknowledges that while the MMPI has been revised to better represent diverse populations, it still has limitations, particularly when used in isolation for job screenings. She emphasizes that the test should be one of many tools used to gain insight into an individual, rather than a stand-alone measure for important decisions like employment. While personality tests are very common in workplaces, there is a lot of misunderstanding surrounding them. Listen now to learn more.  “The MMPI should be one piece of a puzzle. I would never, in my own clinical practice, use the MMPI in isolation because I want to know how does it fit in with this broader picture of the individual I'm sitting with, how does it fit into their story? And I think even when we're considering it for something like jobs, it's an important aspect. And if other pieces don't match up with that, we don't automatically ignore the MMPI and we don't automatically ignore something else, like a fantastic interview with a potential applicant.” ~Lindsay Oberleitner, PhD To learn more -- or read the transcript -- please visit the official episode page. Our guest, Lindsay Oberleitner, PhD, is a clinical psychologist and the Education Director at SimplePractice Learning, as well as an Assistant Professor Adjunct at the Yale University School of Medicine. Prior to joining SimplePractice, Dr. Oberleitner was full-time faculty at the Yale University School of Medicine where she oversaw an interdisciplinary team of behavioral health providers and developed and managed grant-funded programs to increase access to integrated treatments for addiction, mental health, and physical health, and conducted clinical and forensic psychological evaluations. Our host, Gabe Howard, is an award-winning writer and speaker who lives with bipolar disorder. He is the author of the popular book, "Mental Illness is an Asshole and other Observations," available from Amazon; signed copies are also available directly from the author. Gabe makes his home in the suburbs of Columbus, Ohio. He lives with his supportive wife, Kendall, and a Miniature Schnauzer dog that he never wanted, but now can't imagine life without. To book Gabe for your next event or learn more about him, please visit gabehoward.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week on The Learning Curve, guest co-hosts Alisha Searcy and Charlie Chieppo interview the executive director of TIMSS & PIRLS, Dr. Matthias von Davier. Dr. von Davier explores his educational background and its influence on directing TIMSS & PIRLS, shedding light on psychometrics and standardized testing. He discusses the shift in education policy's focus, the global education data landscape, and the pandemic's effects on K-12 education around the world. Dr. von Davier addresses the alarming decline in U.S. educational performance, emphasizing the urgency to bridge achievement gaps. Drawing from international experiences, he highlights global examples for American policymakers from higher-performing countries, emphasizing the crucial links between education, skills, and innovation on the global economy.

On February 1, 2024, the “old” GMAT is going away and the new GMAT Focus Edition is the version of the business school entrance exam that MBA hopefuls will take as part of the admission process moving forward. In this episode we take a deep-dive look a the new GMAT exam from a psychometric standpoint, meaning the intellectual abilities and skills GMAT Focus tests and the psychological traits built into the makeup of the exam. Specifically, we analyze the GMAT Focus Edition on five fronts:Why the changing business school landscape necessitated a rethinking of the GMAT exam and how the GMAC meets the needs of business schools with GMAT FocusHow the GMAC ensured the validity and reliability of the GMAT Focus Edition despite reducing the number of questionsKey differences between the GMAT Focus Edition and the legacy GMAT that renders GMAT Focus a very different test (note: it's not just a shorter GMAT)Understanding the new GMAT Focus scoring algorithm and how to compare scores to the old GMATThe new Review & Edit feature of GMAT Focus and how to maximize it from a test-taking standpoint (hint: be very careful about changing your answers!)While we geek out a bit when talking about certain features of the GMAT Focus Edition, we always bring it back to what it means for you as a test-taker in terms of being able to get more right answers on test day. If you're planning to take GMAT Focus, you'll have a much better understanding of what you're in store for after listening to this episode. If you're an MBA admissions officer or consultant, you'll have a better feel for what the GMAT Focus Edition measures, how it compares to the old GMAT, and how to think about a student's score when evaluating their application.RESOURCES / LINKSArticle: "Equating GMAT Focus vs GMAT Scoring Scales"Take the guesswork out of preparing for the GMAT Focus Edition with the industry's top-rated Complete GMAT Focus Prep Course (fully updated and specifically designed for the GMAT Focus Edition)SIMILAR EPISODESIf you enjoyed this episode, we encourage you to check out these other similar episodes of The Dominate Test Prep Podcast:Episode 65: Initial Thoughts on the New GMAT Focus Edition, with Barbara CowardEpisode 50: What Good are Standardized Tests Anyway?Episode 42: GMAT vs. GRE for MBA AdmissionsA DOSE OF MOTIVATION“Suffer now and live the rest of your life as a champion.” — Muhammad AliConnect with Us Get more free content on the DTP YouTube Channel Register for a comprehensive prep course (GMAT Focus, Executive Assessment, GRE, LSAT) Leave us a review on Apple Podcasts Questions? Comments? Email us at support@dominatetestprep.com.

Kobe's LinkedIn: https://www.linkedin.com/in/kobesugihara/CRIO: http://www.clinicalresearch.ioInato: https://go.inato.com/3VnSro6Join me at my conference! http://www.saveoursites.comText Me: (949) 415-6256My podcast is Random Musings From The Clinical Trials GuruListen on Spotify: https://open.spotify.com/show/7JF6FNvoLnBpfIrLNCcg7aGET THE BOOK! https://www.amazon.com/Comprehensive-Guide-Clinical-Research-Practical/dp/1090349521/ref=sr_1_1?keywords=Dan+Sfera&qid=1691974540&s=audible&sr=1-1-catcorrText "guru" to 855-942-5288 to join VIP list!My blog: http://www.TheClinicalTrialsGuru.comMy CRO and Site Network: http://www.DSCScro.comMy CRA Academy: http://www.TheCRAacademy.comMy CRC Academy: http://www.TheCRCacademy.comLatinos In Clinical Research: http://www.LatinosinClinicalResearch.comThe University Of Clinical Research: https://www.theuniversityofclinicalresearch.com/My TikTok: DanSfera

Members of the research community at Microsoft work continuously to advance their respective fields. Abstracts brings its audience to the cutting edge with them through short, compelling conversations about new and noteworthy achievements.In this episode, Xing Xie, a Senior Principal Research Manager of Microsoft Research Asia, joins host Dr. Gretchen Huizinga to discuss “Evaluating General-Purpose AI with Psychometrics.” As AI capabilities move from task specific to more general purpose, the paper explores psychometrics, a subfield of psychology, as an alternative to traditional methods for evaluating model performance and for supporting consistent and reliable systems.Read the paper: Evaluating General-Purpose AI with Psychometrics

In this episode of the Psych and Business Podcast, Dr. Ernest Wayde welcomes Dr. Leonard Wysocki, a psychological consultant specializing in emotional intelligence and leadership. Dr. Wysocki shares his intriguing career journey, transitioning from a 20-year career in business human resource management to coaching leaders in avoiding common pitfalls.Dr. Wysocki highlights the prevalent issue of smart individuals ascending the corporate ladder without essential emotional intelligence, leading to severe mistakes and job loss. His experiences in various industries, including aerospace, advertising, banking, and steel, revealed a consistent pattern of leaders lacking empathy and compassion.The conversation delves into the significance of emotional intelligence in leadership, with Dr. Wysocki emphasizing the importance of understanding individual motivations. He reflects on his own experiences working with a mentor who exemplified servant leadership, emphasizing the value of developing individuals. As a coach, Dr. Wysocki employs a coaching approach focused on becoming a trusted leadership advisor. He discusses a case where he helped a micromanaging vice president transform into a more effective leader through cognitive behavioral coaching, drawing parallels with cognitive behavioral therapy.The episode explores the challenges faced by executives in maintaining work-life balance, especially with the changing dynamics observed in the younger generation, and the importance of leaders understanding and motivating their team members.Dr. Wysocki shares insights into his coaching methodology, incorporating psychometric assessments to provide executives with a clear understanding of their emotional intelligence. He underlines the effectiveness of these assessments in initiating behavioral change and creating a starting point for coaching objectives.The conversation concludes with Dr. Wysocki offering a piece of advice to business leaders—“do unto others as you would have them do unto you.” He emphasizes the role of coaching in helping leaders navigate and understand the behavioral aspects crucial for successful leadership. You can visit his business website at: https://www.leonardwysockiphd.com/

The A Better HR Business podcast looks at how consultants and tech firms in the broad Human Resources field grow their businesses; and how they help employers get the best out of their people. Are you looking to enhance your HR consulting or HR-related business? Here is an opportunity for you to partner with Harrison Assessments International, a global leader in psychometric assessments. As a partner, you will have access to a range of psychometric tools and platforms that can significantly boost your consulting services. Whether you are a solo consultant, a large firm, or anything in between, partnering with Harrison Assessments can take your business to the next level. Harrison Assessments offers a unique behavioral-based assessment that measures 175 different behavioral traits, providing valuable insights into an individual's preferences, strengths, and areas for development. By understanding "what good looks like" in terms of behavioral traits specific to your clients' needs, you can make more informed decisions regarding recruitment, training, leadership development, and employee engagement strategies. In a wide-ranging discussion, Nigel and I talked about: ☑️ Types of partners Harrison Assessments typically work with. ☑️ How does Harrison Assessments' product suite support HR consultants in their work? ☑️ HR problems Harrison Assessments help solve through their assessments. ☑️ How does Harrison Assessments support their channel partners in spreading the word and winning new clients? ☑️ Types of channel partner agreements offered by Harrison Assessments. ☑️ And much more. Nigel: "When you become a Harrison Assessments partner, you gain access to a comprehensive suite of assessment tools, customizable processes, and ongoing support from our team of experts. Harrison Assessments provides the training and certification necessary to use the assessments effectively, ensuring you can confidently deliver exceptional services to your clients." Thanks, Nigel! Website: www.harrisonassessments.com LinkedIn: www.linkedin.com/in/nigelgracie For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast WANT MORE CUSTOMERS OR CLIENTS? Want more clients for your HR-related consultancy or HR Tech business? Check out the HR Business Accelerator: www.GetMoreHRClients.com/Services. WANT TO START AN HR BUSINESS? Want to launch your own consulting business in the broad Human Resources sector? Check out: www.GetMoreHRClients.com/Start for resources.

Richard Haier is Professor Emeritus in the School of Medicine at the University of California, Irvine, where he uses brain imagining and the tools of neuroscience to study learning, memory, and intelligence, and how they relate to brain function and structure. He is the editor-in-chief of the journal Intelligence. In this episode, Robinson and Rich discuss all things human intelligence, ranging from its controversies, the origin and current status of psychometric testing, the relationship between intelligence, brain structure, and function, the predictive power of IQ in career success and other areas, and whether or not it's possible to increase one's general intelligence. Rich's most recent book is the second edition of his guide to neuroscience research and intelligence, The Neuroscience of Intelligence (Cambridge University Press, 2023). Richard's Website: https://www.richardhaier.com The Neuroscience of Intelligence: https://a.co/d/c7aO9aK OUTLINE 00:00 In This Episode… 01:06 Introduction 02:50 Intelligence, Psychometrics, and the Brain  12:01 The Controversy about Race and Intelligence Research 21:09 How Should We Define Human Intelligence? 26:36 On The Origin and Value of IQ Tests 32:16 Intelligence and Brain Structure 46:05 How Accurate Are Contemporary IQ Tests Like? 57:16 Are IQ Tests Racist? 01:03:47 Should We Abolish Standardized Tests? 01:13:34 Do IQ Tests Predict Career Success? 01:17:05 The Parieto-Frontal Integration Theory of Intelligence 01:34:25 Psychometric Tests and Human Intelligence 01:41:10 Group Differences and IQ 01:46:53 Can You Increase Your IQ?  Robinson's Website: http://robinsonerhardt.com Robinson Erhardt researches symbolic logic and the foundations of mathematics at Stanford University. Join him in conversations with philosophers, scientists, weightlifters, artists, and everyone in-between.  --- Support this podcast: https://podcasters.spotify.com/pod/show/robinson-erhardt/support

Proudly sponsored by PyMC Labs, the Bayesian Consultancy. Book a call, or get in touch!My Intuitive Bayes Online Courses1:1 Mentorship with meIn this episode, Jonathan Templin, Professor of Psychological and Quantitative Foundations at the University of Iowa, shares insights into his journey in the world of psychometrics.Jonathan's research focuses on diagnostic classification models — psychometric models that seek to provide multiple reliable scores from educational and psychological assessments. He also studies Bayesian statistics, as applied in psychometrics, broadly. So, naturally, we discuss the significance of psychometrics in psychological sciences, and how Bayesian methods are helpful in this field.We also talk about challenges in choosing appropriate prior distributions, best practices for model comparison, and how you can use the Multivariate Normal distribution to infer the correlations between the predictors of your linear regressions.This is a deep-reaching conversation that concludes with the future of Bayesian statistics in psychological, educational, and social sciences — hope you'll enjoy it!Our theme music is « Good Bayesian », by Baba Brinkman (feat MC Lars and Mega Ran). Check out his awesome work at https://bababrinkman.com/ !Thank you to my Patrons for making this episode possible!Yusuke Saito, Avi Bryant, Ero Carrera, Giuliano Cruz, Tim Gasser, James Wade, Tradd Salvo, William Benton, James Ahloy, Robin Taylor,, Chad Scherrer, Zwelithini Tunyiswa, Bertrand Wilden, James Thompson, Stephen Oates, Gian Luca Di Tanna, Jack Wells, Matthew Maldonado, Ian Costley, Ally Salim, Larry Gill, Ian Moran, Paul Oreto, Colin Caprani, Colin Carroll, Nathaniel Burbank, Michael Osthege, Rémi Louf, Clive Edelsten, Henri Wallen, Hugo Botha, Vinh Nguyen, Marcin Elantkowski, Adam C. Smith, Will Kurt, Andrew Moskowitz, Hector Munoz, Marco Gorelli, Simon Kessell, Bradley Rode, Patrick Kelley, Rick Anderson, Casper de Bruin, Philippe Labonde, Michael Hankin, Cameron Smith, Tomáš Frýda, Ryan Wesslen, Andreas Netti, Riley King, Yoshiyuki Hamajima, Sven De Maeyer, Michael DeCrescenzo, Fergal M, Mason Yahr, Naoya Kanai, Steven Rowland, Aubrey Clayton, Jeannine Sue, Omri Har Shemesh, Scott Anthony Robson, Robert Yolken, Or Duek, Pavel Dusek, Paul Cox, Andreas Kröpelin, Raphaël R, Nicolas Rode, Gabriel Stechschulte, Arkady, Kurt TeKolste, Gergely Juhasz, Marcus Nölke, Maggi Mackintosh, Grant Pezzolesi, Avram Aelony, Joshua Meehl, Javier Sabio, Kristian Higgins, Alex Jones, Gregorio Aguilar, Matt Rosinski, Bart Trudeau, Luis Fonseca and Dante Gates.Visit https://www.patreon.com/learnbayesstats to unlock exclusive Bayesian swag ;)Links from the show:Jonathan's website: https://jonathantemplin.com/Jonathan on Twitter:

On this episode we talk with everyone's favorite mentor, Bryan Weiner, about the history of implementation science, implementation science measurement, the Jingle Jangle Fallacy, and we quiz him on how to be a good mentor. Resources discussed during this episode include:    Weiner, B. J., Lewis, C. C., Stanick, C., Powell, B. J., Dorsey, C. N., Clary, A. S., Boynton, M. H., & Halko, H. (2017). Psychometric assessment of three newly developed implementation outcome measures. Implementation science : IS, 12(1), 108. https://doi.org/10.1186/s13012-017-0635-3 Proctor, E., Silmere, H., Raghavan, R., Hovmand, P., Aarons, G., Bunger, A., Griffey, R., & Hensley, M. (2011). Outcomes for implementation research: conceptual distinctions, measurement challenges, and research agenda. Administration and policy in mental health, 38(2), 65–76. https://doi.org/10.1007/s10488-010-0319-7 Lane-Fall, M.B., Curran, G.M. & Beidas, R.S. Scoping implementation science for the beginner: locating yourself on the “subway line” of translational research. BMC Med Res Methodol 19, 133 (2019). https://doi.org/10.1186/s12874-019-0783-z Practical Implementation Science: Moving Evidence Into Action Edited by: Weiner, Bryan J., PhD | Lewis, Cara C., PhD | Sherr, Kenneth, PhD https://www.amazon.com/Practical-Implementation-Science-Moving-Evidence/dp/0826186920  

Destinee Prete, PhD, is an Industrial and Organizational (I/O) Psychology Professional, a Certification/Credentialing SME, a business owner, and has been connected to the military her entire life. Her mother, father, brother, herself and her husband have all served or are currently serving in the military. Dr. Prete has continued to work within the veteran transition and nonprofit space following her military service. She is the President and Co-Founder of We2AreVets, a nonprofit focused on honoring, empowering, and recognizing women veterans. Dr. Prete is also  the Chair of SIOP's (Society of I/O Psychology) Military and Veterans Inclusion Committee and has created a network of (over 450) professionals called "I/O Military Experts". She works to align her field of study and passion for service 'beyond the uniform' as an advocate and voice in various settings including academic, professional, political and personal. Service Beyond the Uniform" - This has been the threaded mantra in her life.   Dr Prete's  focus area for her PhD was psychological coaching in Industrial and Organizational (I/O) psychology. She worked several jobs in the veteran transition space and is a certified veteran developmental coach, logging several thousands of hours. She is also the CEO of PG Strategies Group, a small consulting firm that has three core competencies and consists of a diverse group of subject matter experts in academia, government and industry, with extensive knowledge in: I/O Psychology,Psychometrics, Certification Programs, Medical/Emergency Planning, Logistics Management, Policy Management, Risk management, and Contingency planning.Dr Prete is a Partner & Strategic Advisor with SEBOC (The Society of Evidence-Based Organizational Consulting). I founded the “military-connected I/O psychology” and collective and 'market place' for military-connected experts in our field called I/O Military Experts, “Where Service Meets Work”. Lastly, I hold the Chair position for SIOP's Military & Veterans Inclusion Committee. She is  a mom of three young boys (twins, 12yrs and a 10yr old) and am a HUGE Wonder Woman fan! I am currently working with my kids on creating a military kids entrepreneurship and networking group!Support the show

In this episode of Transforming Trauma, Emily is joined by Salman Alawadi, a NARM practitioner and Ph.D. candidate in Research, Measurement, and Evaluation at the University of Miami, for a fascinating discussion about the challenges of developing an evidence-based standard for NARM and distilling that research into accessible data.  In medical terminology, “evidenced-based” is a gold star endorsement awarded to recurrent standards of proof that arise from comparison studies of a specific treatment protocol or prevention. Is it possible to validate NARM's efficacy using those same evidence-based standards? Should we? Salman calls out psychology's fixation with the medical model and advocates for creating more rigorous criteria to understand a psychological intervention.  About Salman Alawadi:  Salman Alawadi is a psychotherapist from Kuwait. He holds a Master of Science in Applied Statistics and Psychometrics from Boston College and is currently a Ph.D. candidate in Research, Measurement, and Evaluation at the University of Miami. Salman worked with Dr. Mary Zanarini in the Laboratory for the Study of Adult Development at McLean Hospital, Harvard Medical School. In addition to being a NARM therapist, Salman is also trained in Somatic Experiencing, Integrative Somatic Psychology, Hakomi, Neuroaffective Touch, Mentalization-Based Therapy, and Intensive Short-Term Dynamic Psychotherapy. Learn More: LinkedIn To read the full show notes and discover more resources visit https://www.narmtraining.com/podcast *** NARM Training Institute https://www.NARMtraining.com View upcoming trainings: https://narmtraining.com/schedule Join the Inner Circle: https://narmtraining.com/online-learning/inner-circle Sign up for a free preview of The NARM Inner Circle Online Membership Program: https://www.narmtraining.com/freetrial *** The NARM Training Institute provides tools for transforming complex trauma through: in-person and online trainings for mental health care professionals; in-person and online workshops on complex trauma and how it interplays with areas like addiction, parenting, and cultural trauma; an online self-paced learning program, the NARM Inner Circle; and other trauma-informed learning resources.   We want to connect with you! Facebook @NARMtraining YouTube Instagram @thenarmtraininginstitute

While BCBAs are all about identifying the functions of behavior, that doesn't mean that we have a monopoly on the subject. This week, we review how related fields have been addressing problem behaviors that many behavior analysts haven't even dreamed of: Non-suicidal self-injury and an update to assessing school avoidance problems. Do these assessments get the job done? Or are we missing an opportunity to meaningfully collaborate to support treatment in these areas? This episode is available for 1.0 LEARNING CEU. Articles discussed this episode: Knollman, M., Reissner, V., & Hebebrand, J. (2019). Towards a comprehensive assessment of school absenteeism: Development and initial validation of the inventory of school attendance problems. European Child & Adolescent Psychiatry, 28, 399-414. doi: 10.1007/s00787-018-1204-2 Lloyd-Richardson, E.E., Perrine, N., Dierker, L. & Kelley, M.L. (2007). Characteristics and functions of non-suicidal self-injury in a community sample of adolescents. Psychological Medicine, 37, 1183-1192. doi: 10.1017/S003329170700027X Klonsky, E.D. & Glenn, C.R. (2009). Assessing the functions of non-suicidal self-injury: Psychometric properties of the Inventory of Statements About Self-injury (ISAS). Journal of Psychopathology and Behavior Assessment, 31, 215-219. doi: 10.1007/s10862-008-9107-z If you're interested in ordering CEs for listening to this episode, click here to go to the store page. You'll need to enter your name, BCBA #, and the two episode secret code words to complete the purchase. Email us at abainsidetrack@gmail.com for further assistance.

In this week's episode Patrick and Greg talk about the critical and often unmet assumptions underlying the use of measured variables at multiple time points, whether for simple analyses like tests of means or more complex analyses like modeling individual growth. Along the way they also mention: following your blocker, Pascal's wager, Wikipedia empathy, ham sandwich syllogisms, flying cattle cars, Kennedy babies, Costco bathroom scales, Spirit Airlines, expecting you to bring wine, crying about broccoli, the Audi A series, dead raccoon smell, Joe Walsh, Greg's abs, copy/paste measurement models, Orlando vs. Fort Lauderdale, moles on spring break, and disturbing artwork.Stay in contact with Quantitude! Twitter: @quantitudepod Web page: quantitudepod.org Merch: redbubble.com

We're coming around the bend and heading into summer, but, before that, we've got too many episodes to count without using all of your fingers. Special guests Dr. Claudia Dozier and Dr. Sarah Lechago will be joining us to talk about applications of synchronous reinforcement and research on diversity, equity, and inclusion coming out of the BADIE Lab. In between those discussions we look at a variety of angles on mand training and explore some behavior assessments we didn't know existed. Finally, we get very skeptical about the world in our latest book club reviewing Calling Bullshit. All this and a puppy joins the show for better ratings.   Articles for May 2023 Synchronous Reinforcement w/ Dr. Claudia Dozier Diaz de Villegas, S.C., Dozier, C.L., Jess, R.L., & Foley, E.A. (2020). An evaluation of synchronous reinforcement for increasing on-task behaviro in preschool children. Journal of Applied Behavior Analysis, 53, 1660-1673. doi: 10.1002/jaba.696 McHugh, C.L., Dozier, C.L., Diaz de Villegas, S.C., & Kanaman, N.A. (2022). Using synchronous reinforcement to increase mask wearing in adults with intellectual and developmental disabilities. Journal of Applied Behavior Analysis, 55, 1157-1171. doi: 10.1002/jaba.950   Behavior Assessments You Didn't Know Existed Knollman, M., Reissner, V., & Hebebrand, J. (2019). Towards a comprehensive assessment of school absenteeism: Development and initial validation of the inventory of school attendance problems. European Child & Adolescent Psychiatry, 28, 399-414. doi: 10.1007/s00787-018-1204-2 Lloyd-Richardson, E.E., Perrine, N., Dierker, L. & Kelley, M.L. (2007). Characteristics and functions of non-suicidal self-injury in a community sample of adolescents. Psychological Medicine, 37, 1183-1192. doi: 10.1017/S003329170700027X Klonsky, E.D. & Glenn, C.R. (2009). Assessing the functions of non-suicidal self-injury: Psychometric properties of the Inventory of Statements About Self-injury (ISAS). Journal of Psychopathology and Behavior Assessment, 31, 215-219. doi: 10.1007/s10862-008-9107-z   Mand Training Bourret, J., Vollmer, T.R., & Rapp, J.T. (2004). Evaluation of a vocal mand assessment and vocal mand training procedures. Journal of Applied Behavior Analysis, 37, 129-144. doi: 10.1901/jaba.2004.37-129 Suberman, R. & Cividini-Motta, C. (2020). Teaching caregivers to implement mand training using speech generating devices. Journal of Applied Behavior Analysis, 53, 1097-1110. doi: 10.1002/jaba.630 Ward, S.N., Hanley, G.P., Warner, C.A., & Gage, E.E. (2021). Does teaching an omnibus mand preclude the development of specifying mands? Journal of Applied Behavior Analysis, 54, 248-269. doi: 10.1002/jaba.784   Research Applications in DEI w/ Dr. Sarah Lechago Oda, F.S., Lechago, S.A., da Silva, B.E., & Hunt, J.C. (2022). An experimental analysis of gender-biased verbal behavior and self-editing using an online chat analog. Journal of the Experimental Analysis of Behavior, 118, 24-45. doi: 10.1002/jeab.763 Bosch-Greer, D.J., Lechago, S.A., & McCarville, M.J. (in prep). Training behavior analysis graduate students to work with an interpreter.   Calling Bullshit Book Club Bergstrom, C.T. & West, J.D. (2020). Calling bullshit. Random House.

In this week's episode Greg and Patrick are joined by Christen Priddie of Indiana University who will help them learn a bit about QuantCrit: its foundations, its purpose, and how it can enrich the quantitative methods process to which we might have become a little *too* accustomed.  Along the way they also mention unknown unknowns, explaining the ocean, young Pat, cackling, how Greg pays for college, crap with a number, too young for the Muppets, grumpy old men, crowbar in the brain, bad maps, Logical Landmines, fluffy language, and storytelling.Stay in contact with Quantitude! Twitter: @quantitudepod Web page: quantitudepod.org Merch: redbubble.com

In honor of April Fool's Day, this week's episode is about being fooled, specifically quantitative things that can fool you, accompanied by some classic songs about being fooled.  Along the way, Greg and Patrick also mention ukus, the spaghetti harvest, sucker!, meet the new boss, traditions of doing things wrong, naked garbage bag poker, old man rants, rich Facebook friends, The Scarlet R, ar-ar-ar-ar-ar, bugs versus features, sucking statistically significantly less, farewell tours, seabirds (with a white wine reduction), and Mother's Day. Stay in contact with Quantitude! Twitter: @quantitudepod Web page: quantitudepod.org Merch: redbubble.com

In this week's episode Patrick and Greg talk about exploratory structural equation modeling (ESEM), a technique drawing upon the strengths of exploratory and confirmatory factor analysis methods and able to be embedded within structural equation models. Along the way they also mention crab vs. crabs, Most Dangerous Catch, Next Day Blinds, smash-and-grab, sharp pencils, opening the barn doors, stinking badges, all hat and no cattle, control issues, quieting the Irishmen, oxymorons, selling factor analysis on Ebay, living with mom or dad, going higgly-piggly, and treats for the mole. Stay in contact with Quantitude! Twitter: @quantitudepod Web page: quantitudepod.org Merch: redbubble.com