The Heartware Group in Perth, Western Australia | Business consultant

The Heartware Group

Locality: Perth, Western Australia

Phone: +61 1300 717 557

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• Business consultant

23.01.2022 This is learned behaviour at its best and a great example of reinforcement and reward. In the world we're in at the moment, we're all having to learn new behaviours, one of which is "social distancing" (wish we could call it physical distancing...because that's really what it is!). It's tough when the reward and reinforcement for social distancing right now is a choice between life or death....as opposed to these pooches who are about to chow down!... https://www.elitereaders.com/police-dogs-lining-up-waitin/

22.01.2022 Job satisfaction equals higher engagement. Sounds like a bit of a no-brainer, doesn’t it? It won’t surprise you then, that there’s a distinct correlation between job fit and job satisfaction. By extrapolation, that means there’s a correlation between job fit and workplace engagement.... But why should you care? Well, workplaces with a highly engaged workforce are 21% more productive and 22% more profitable, than their average counterparts. Seems like a pretty compelling reason to improve engagement rates, wouldn’t you say? And given that 71% of employees in Australian organisations are not engaged in the work they do, think of the opportunity for improvement, if you could just lift job satisfaction. That’s 3 out of every 4 people NOT satisfied (read miserable) in their job!!! But how do you create job satisfaction? You do it by designing a talent strategy that sees people in roles that meet their inherent drivers right people in the right roles, every single time. For example, there’s no point giving a process, detail-driven opportunity to someone who’s a big picture thinker. And there’s no point assigning an opportunity that requires a methodical, routine approach to someone who thrives on variety and change. It’s a recipe for disaster! Not everyone is wired the same way and the best way to lift job satisfaction is to understand the wiring and align it with tasks that satisfy the underlying need. Sounds complicated? Sounds time-consuming? It’s actually very simple and easyif you use The Predictive Index. Let me show you how. Simply reach out to book an obligation-free demonstration. Click here. https://bit.ly/2WFSXAM We’ll even design your first job while you’re on the call! And if you’d like to know what personally meets your drivers in the workplace, feel free to take the PI assessment yourself. Click here https://bit.ly/32CGzVR. It only takes 5 minutes. #heartwaregroup #predictiveindex #employeeengagement #talentoptimisation #recruitment #workplaceculture

20.01.2022 Why an interview alone gives you a false read. If you want to hire people who are a better fit for the job, an interview alone leaves too much to chance. https://www.youtube.com/watch?v=CexLYTtcncY... Administering both a behavioural and a cognitive assessment before you interview gives you a 9X better result. To learn more about how The Predictive Index can improve your ability to recruit successfully, book in for a complimentary demonstration here. https://my.timetrade.com/book/BVNWM

18.01.2022 A follow up video to our exciting game-changing news.

17.01.2022 As promised in our intro to Predictive Index, here is an opportunity that is too good to miss!

16.01.2022 The discipline of aligning talent strategy with business strategy. Business strategies don’t execute themselves People do!!... To maximise results, it makes sense to design an aligned talent strategy that places people in the right roles, behaviourally, to drive execution. There is a distinct relationship between talent optimisation and company performance. In The State of Talent Optimisation Report, over 600 senior executives were asked questions about their biggest challenges and priorities, to establish a baseline understanding of common struggles and opportunities. They were also asked questions around how optimised their companies currently were. And finally, those executives supplied success metrics, that I’ll be covering in the weeks to come, like strategic initiative success rate, top performer retention and employee performance. If you want to stay one step ahead of me as we take the Talent Optimisation journey, I’ll be happy to send you a copy of that report. Just give me a call or send me a message and I’ll send it right away. #highperformingteams #talentoptimisation #predictiveindex #leadership #leadingincrisis #employeeengagement

15.01.2022 Right now, more than ever, it is vital that leaders and managers STAND UP when dealing with the need to stand down staff. The link to the FREE assessment is here and in the pinned top comment. https://assessment.predictiveindex.com/bo/Pw7/Facebook

14.01.2022 Who else is appalled that the so-called "leader of the free world" is more interested in deflecting blame than empathising with the millions of Americans who are suffering because he won't shoulder responsibility?

13.01.2022 With so many people now in the talent pool, how do you sift fact from fiction when recruiting? There have been some really interesting lessons from COVID-19. For one, remote working has led to the realisation for some that a strong, expensive, physical presence may not be as necessary as once thought. Others have discovered they can get by rather well with a diminished workforce. ... So what challenges does that bring to employers as we look forwards? Well, for a start there are now many more people in the talent pool looking for work. As Gary Martin points out, in his article, Many people are guilty of lying to get their dream job, we are likely to see a growing and disturbing trend of people stretching the truth to land a job. Resume spin, or padding, occurs even when jobs are plentiful, therefore it’s even more inevitable as candidates cover the gaps and colour their capabilities when supply is higher than demand. While employers might be getting better at lie-detection, it still takes enormous energy to sift fact from fiction especially when we can now expect a massive rash of applications for every position. Besides, who wants to waste time on an interview with someone who really doesn’t have the behavioural make-up to do the job well, long term? Given the plethora of candidates now in the talent pool and given the likely high quality of many of them, how are you going to choose the best of the best? That’s where behavioural and cognitive testing comes in; and that’s where talent optimisation delivers massive value. An unstructured interview alone will give you about a 6% likelihood of successfully hiring the right candidate. Combine an unstructured interview with both behavioural and cognitive testing and you get a 9-fold increase in success, resulting in a 51% likelihood of successfully hiring the right candidate. Why waste time, energy and money improving your lie-detection skills when you can simply short-list based on behavioural and cognitive alignment with the job? After all, most jobs have a distinct behavioural profile, and once you know what that is, it’s easy to find the right sort of candidate and match them against it. I have no doubt that resume padding will increase but with the right tools you can cut through the BS BEFORE you waste time interviewing those who’ve intentionally stretched the truth. You can read Gary Martin’s full article here, https://bit.ly/3e663xK And if you would like to know more about The Predictive Index, and behavioural and cognitive assessments, you can reach me at [email protected].

11.01.2022 Getting things in perspective from a business point of view.

09.01.2022 How does talent optimisation differ from personality profiling? #heartwaregroup #leadership #employeeengagement #predictiveindex #highperformingteams #recruitment #talentoptimisation

09.01.2022 You need people on side during COVID19 - even those who are stood down. The best way to care for your people is to make sure your business survives. And that will mean making some tough decisions. In the current climate, objectivity will be your saving grace.

09.01.2022 An opportunity too good to miss

08.01.2022 People are a company’s biggest expense. In the State of Talent Optimisation Report, executives were asked to assign a percentage of their total company costs to employee-related labour costs. The key finding? The average company spends 64% of its total expenditure on its employees.... So, what does your organisation spend? And what’s the point of knowing how much you spend on employee-related labour costs? My take: if a revenue item accounts for 64% of total expenditure, wouldn’t you want to be sure you’re getting your money’s worth from an investment of that magnitude? Of course you would! Why is it then, that so many organisations put up with poor performance, ignore employee disengagement and fail to follow a rigorous intake procedure to ensure they’re getting the right person for the job? In my experience, it’s because organisations take a piece-meal approach to these issues and don’t realise that one system a talent optimisation system not only helps diagnose these issues, but also prescribes remedies, makes personal and leadership development strategies easily accessible, and tangibly measures improvement in performance. That talent optimisation system is The Predictive Index. Well-known in the US. Little known in Australia. If you’d like to see how one system can support high performance at all levels of an organisation, I invite you to book in for a complimentary demonstration. You can access my calendar using this link: https://my.timetrade.com/book/BVNWM So now, let’s turn this into a bit of a survey to see if, in Australia, that same percentage (64%) compares to that of the US. I’m predicting it will! Calculate (or ask your Financial Director, COO or accountant to calculate) the percentage of employee-related labour costs for your organisation, remembering to include all salary and benefit-related expenses. Post your answer below and let’s see if my predictions prove correct.

05.01.2022 Does your hiring manager have access to people data? If you would like a sample of the data that PI can produce from a simple 5 minute online assessment, comment DATA below and I will send you a copy. #predictiveindex #talentoptimisation #heartwaregroup #employeeengagement

01.01.2022 #talentoptimisation #highperformanceteams #leadingincrisis