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Inside the Mind of Hiring with Dr. Mickey Fineberg

Inside the Mind of Hiring with Dr. Mickey Fineberg

De: Dr. Mickey Fineberg
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 *Step into the intricate world of hiring with Dr. Mickey in "Inside the Mind of Hiring." This show dives deep into the psychology and strategy behind one of the most critical decisions leaders face: choosing the right people. Dr. Mickey reveals the often-hidden traits that make individuals right fit—or a potential mismatch—for an organization, emphasizing the profound effects that hiring choices have on company culture, morale, and effectiveness.* In each episode, Dr. Mickey and expert guests uncover the full hiring journey, exploring both the bright and shadow sides of candidate evaluation. The show highlights a powerful process that often separates hiring success from failure: assessments. From personality and aptitude tests to the psychologist’s interview, these assessments provide insights that go beyond what’s captured in interviews, references, and resumes. They enable hiring managers to look past the sunlight of surface impressions and into a person’s illuminating shadows to truly understand what makes a candidate tick in terms of both strengths and potential red flags. With Dr. Mickey as the guide, the show examines how assessments help mitigate common hiring challenges: **Uncovering True Motivations**: Assessments reveal what drives candidates—factors that may not come across in a polished interview. A person’s motivations often align closely with their engagement and satisfaction in the role, making assessments a vital tool to predict long-term fit and potential impact on company morale. **Identifying Hidden Strengths and Weaknesses**: Some of the most important characteristics in a candidate are often invisible on paper or even in person. Assessments can reveal traits like resilience, adaptability, emotional intelligence, and work ethic, which directly affect team dynamics and job performance. **Reducing Bias**: Interviewer biases can subtly influence hiring decisions, whether they stem from personal preferences or subconscious assumptions. By introducing the psychological assessment factor into the hiring process, companies can add a more objective layer of evaluation, reducing the influence of superficial biases and focusing on the traits that truly predict success in the role. **Improving Hiring Accuracy**: Despite best efforts, traditional hiring methods often yield a success rate of only 40-60%. The cost of a poor hire is high—up to two times the base salary—due to onboarding, morale impacts, and productivity losses. Assessments increase hiring accuracy by adding data-driven insights, helping organizations make well-rounded decisions that align with their culture and values. But Dr. Mickey emphasizes that while assessments bring immense value, they’re just one piece of the puzzle. The best hiring outcomes combine the insights of assessments with human judgment, personal impressions, and team input to create a comprehensive understanding of each candidate. "Inside the Mind of Hiring" isn’t just about finding the right fit—it’s about cultivating teams that drive success, lift morale, and embody the company's vision. This show is a must-listen for hiring managers, HR professionals, and job seekers alike. By learning how to leverage assessments and avoid common pitfalls, leaders can make more informed and successful hiring decisions, while candidates gain insights into presenting their authentic selves. Join Dr. Mickey for a deep dive into hiring psychology and discover how to make smarter, more holistic hiring decisions that shape thriving teams and successful companiesDr. Mickey Fineberg Economía Exito Profesional Gestión Gestión y Liderazgo
Episodios
  • The Importance of Clear Job Specs; What Might Happen if They’re Not

    The Importance of Clear Job Specs; What Might Happen if They’re Not
    May 20 2025
    During the last few episodes, we’ve been discussing the benefits of a good hiring team in developing job specs as a foundation for recruiting, evaluating, and selecting successful managers and executives. I was recently asked to do an executive assessment for a media company that (in part) provides information to businesses to help them protect assets and people’s lives, minimize costs, and maximize sales opportunities. It’s been a successful segment that needs acceleration, The position is Senior Vice President. Business Intelligence, a B to B program development and execution role. In prior years, Business Intelligence had its own sales, marketing, technical, and operations groups reporting to a profit center GM. Now these groups are under separate functional leaders in a new matrix environment. So, the only people directly managed by the SVP are project managers and an inside service and sales support team. The job specs focused on the SVP’s needs to be a great collaborator in both program development and implementation. Initially, I’m thinking that collaborative team play is a key element along with strong program analytic, development, organization, and coordination skills. However, the hiring team’s job description used words like “spearhead and drive the business” which sounded more like direct business leadership. The CEO helped me get clearer the organization structure change and the matrix emphasis.
    The candidate’s background emphasized organizational and executive support but not direct business driving positions. That said, there was noteworthy success in business analytics related to mergers and acquisitions and playing a support role in orchestrating these organizational growth deals. In the most recent job, he had some influence in getting his company to create a separate business division of a previously integrated enterprise. He was appointed to a Chief Commercial job where he supported the Sales VP in shaping and negotiating sales contracts at the executive level. The candidate also had nice experience in SaaS companies, a similar to my client.
    Watch https://youtu.be/gOnzkSmSUMg
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    27 m
  • Drop It Like It’s Hot! Snoop’s Interview of the VP Operations/AI

    Drop It Like It’s Hot! Snoop’s Interview of the VP Operations/AI
    May 6 2025
    Last week we described the hiring team to be led by the VPHR for a manufacturing company. We can say that the company custom designs, fabricates, and installs outer glass walls for office buildings throughout the U.S. The hiring team includes Dick Cheney, CFO; Nancy Pelosi, VP General Counsel; Martha Stewart, VP of Marketing; Snoop Dogg, VP of Sales; Bill Clinton, CFO; and Anne Richards, Plant Manager. They have established the job specifications and will each interview a candidate that was sourced by an executive search firm. Our show will focus on one of the interviews conducted by Soop Dogg, the VP Sales.
    Watch https://youtu.be/hvgGS2F1swM
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    31 m
  • What A VP Ops Hiring Team!

    What A VP Ops Hiring Team!
    Apr 15 2025
    Following on to the last episode, you are the VPHR for a manufacturing company. The Board and CEO have chartered you to manage the search and selection of a new Snr. VP Operations. A key part of the role will be to (1) specify AI priorities, (2) secure CEO and Board approval, (3) ensure projects are developed and completed in a timely and cost/quality manner, and (4) effectively lead program execution. Per our last recommendation, you have selected a rather high profile, high powered, highly talented, and diverse hiring team who you will first lead through the process of identifying key job specifications: (1) Job Expectations) (2) Experience and Competency Requirements and (3) Essential Personal Characteristics (relates to the AI executive profile I recommended in the last Episode). (Remember, clear job specs are important for the hiring team, executive recruiter, and the assessment psychologist.)
    Watch here: https://youtu.be/8T_-1w5a6Lw
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    30 m
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