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Why a 2nd Edition of Getting the People Equation Right?

Why a 2nd Edition of Getting the People Equation Right?

Learn to Apply the Power of People Analytics in Making Hiring Decisions


One of the critically important decisions business leaders make is hiring talent.  In many—I believe most—instances, hiring decisions are made with limited data (what’s on a resume) and are fraught with natural human bias. That was certainly the case with me.  After a particularly bad hiring decision, I worked to find a better, more objective way for making hiring decisions. 


In 2010 I shared what I had discovered in the first edition of Getting The People Equation Right: How to Get the Right People in the Right Jobs and Keep Them. 


 The 2nd edition will be available for purchase on September 27th.  


Why a 2nd edition?  Because a lot has changed in the last 12 years. At the same time, little has changed.  

Since the first edition was published, the competition for talent has intensified and will heighten further in coming years.  If you are making hiring decisions, you know what I’m talking about.  You know how hard it is to both find and retain talent today.  Today, it is imperative that you up your game—your hiring IQ.

Another change is that the value of people analytics has become more broadly appreciated thanks to big data companies like Google and Facebook. I didn’t use the term “people analytics” in the 1st edition, though I talked a lot about the value of good job-related data for determining how people would perform in a job. “People Analytics” is now the generally adopted term for making a data-driven decision regarding people.  Good data is a game changer and I talk a lot about it in the new edition.  

A report from the Boston Consulting Group on Global Human Capital Trends (2015) confirms that people analytics was one of the most important emerging human capital trends for organizations.  That trend continues today.  The report substantiates that people analytics was on the agenda of almost every HR team surveyed in its survey of more than 3,300 businesses and HR leaders in 106 countries. The survey also confirms that people analytics presented the second-biggest capability gap. Although 75 percent of the surveyed companies believed that using people analytics was important, only 8 percent believed their organizations had good capability in the area. 

What has not changed?  The capability gap is still there.  It is my hope that the 2nd edition of Getting The People Equation Right will help fill the gap.


So, what can you expect in the second edition?  I have simplified the People Equation with added emphasis on the importance of cultural alignment.  I give guidance on how to select data that is predictive of job success.  I also give guidance on how to mitigate our natural tendency toward bias and interview well.  


But getting the People Equation right is only part of your success.  The second part of the book focuses on leadership that engages and retains talent.  If you have hired a person who can do the job well, does that person want to do the job for you?  I have expanded the discussion of leadership to consider five powerful commitments that will make you an engaging leader.


I don’t believe that people are your greatest asset.  I believe that the right people, in the right jobs, effectively led are your greatest asset.  It is my hope that my updated and expanded book will help you raise your hiring IQ so that you can consistently get the right people in the right jobs and, importantly, then retain them by committing to being an engaging leader.


If you would like more information or have questions about this new book, I would be happy to hear from you. Please contact me via LinkedIn or via my website,


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