Science, EQ & AI Driven Talent Management Company

Talking recently to a couple of senior management professionals at some renowned organizations, we asked a simple question. How do you decide whom to let go and what human element at core is considered before you make this decision? We know few organizations where a simple KPI to Reduction of Force is based entirely on cost and expenses, but it is not a common factor used everywhere and not proactively. Other factors that are common-performance issues, res killing, inability to train or being trained and not being able to find out a “perfect world” or blended role, take the toll when the bell rings and there is a quick turnaround of apologies and blurred faces all around. In most cases, it makes it more difficult for the one lay out because it is hard to swallow the justification provided for this decision and HR needs to elevate its emotional power to convince that the decision was appropriate. There are cases where HR is not even involved in such decisions. Honestly, in thi...

Since the inception of IQ and 360 degree-based evaluation systems, EQ has lost its flavor or power to USE and to be leveraged as a balanced recipe for a perfect hiring and upscaling processes. This is not because of the availability of the systems that can be used for evaluations but mostly the lack of knowledge and impact that EQ can bring in when used at full throttle Emotional Intelligence EQ holds a big puzzle across the hiring process and a very predominant one. When organization and even institutions lay a more focused emphasis on EQ for hiring and onboarding, it by default scales up time and effort for these evaluation processes, but in a long run, it proves to be a better and more efficient method which ensure that the best of the breed is being onboarded and the effect lasts for long impacting overall ROI. While ironically this type of information as a knowledge is available and known earlier, the implementation and power to enforce this KPI is missed. Foc...