A skills-based organization (SBO) uses a dynamic system, that includes AI, to continuously map and update people’s skill and role requirements.. SBO’s outperform companies that remain focused on job titles because they can achieve better workforce agility, quicker role staffing, faster redeployment in reorganizations or crises, and more fluid internal ability. This is because AI surfaces transferrable skills and inferred skills (from a person’s background, behaviors, and experiences). These skills-based systems actually increase the chances for employees to take on new roles or promotion opportunities because of decreasing needs for external hiring. So, SBO employees tend to be more enriched, engaged, and loyal (IF THEY’RE WILLING AND EQUIPPED FOR RAPID ADAPTATION AND CHANGE IN LEARNING AND APPLYING TRANSFERRABLE AND NEW SKILLS)

This show will focus on the key characteristics that hiring managers are prioritizing for 2026 and likely a good bit beyond. They are being more selective now and are trying to recruit people for all seasons, or truly well-rounded individuals. So, for hiring managers who want to achieve competitive advantage and job seekers who want to be ahead of the crowd, this episode is for you.
 

I recall attending a seminar where the recruiter-presenter was talking about the importance of cultural fit in hiring the right people. When I asked him to define culture, I got a lot of mumbo jumbo, not a clear enough definition. Shortly after this seminar, I saw a culture definition that made sense: Behavior that is tolerated and Rewarded/Behavior that is Frowned upon and Punished.
Most of the CEO’s and business owners I’ve met, read about, and heard say that cultural fit is the most important factor in evaluating potential hires. As a talent evaluator for over 40 years I have understood why. The vast majority of reasons people are successful or fail relate to the right or wrong culture fit: “The manager is really good at resolving problems at the peer level.” “The manager always needs a boss to solve inter-departmental conflicts.”
 

From C-suite executives to solo entrepreneurs, no one can ignore its impact. As Dr. Pat pointed out, even top personal development leaders are rebuilding their platforms with AI at the core.
So, how do you adapt? How do you evolve? And most importantly, how do you change in a way that is authentic and lasting?
Watch https://youtu.be/TvrykAWK4-E

How does one think and act like an owner?
Unemployment numbers are creeping up. Job openings are becoming scarcer. Businesses are being more selective. So, when you’re on the job or job hunting, it is very important to think like an owner and act like one (without being presumptuous of course). If you do, you’ll stand out. You’ll weather lay-offs; you’ll come to mind for promotions; and maybe you’ll even start your own business.

How does one think and act like an owner?
Unemployment numbers are creeping up. Job openings are becoming scarcer. Businesses are being more selective. So, when you’re on the job or job hunting, it is very important to think like an owner and act like one (without being presumptuous of course). If you do, you’ll stand out. You’ll weather lay-offs; you’ll come to mind for promotions; and maybe you’ll even start your own business.

The job interview is often the defining moment in the hiring process. It is your opportunity to make a strong first impression, communicate your achievements, and demonstrate how you fit within the organization’s culture. Dr. Mickey Fineberg shares valuable insights on how to navigate interviews successfully, from preparation to execution. 
Watch here: https://youtu.be/euJJPaDFXR8 
The key to interview success lies in preparation, authenticity, and strategic communication. From presenting yourself professionally to crafting compelling answers, every detail contributes to how you’re perceived. Follow these expert insights from Dr. Mickey Fineberg to improve your chances of landing the job you desire.
For more career guidance, visit DeltaConsultants.com 

In my long career of testing people for jobs, I’ve had some key ups and downs in calling whether job candidates will be successful. Fortunately my ups have significantly outweighed my downs, but some of my downs have been pretty bad!

Today, I’m honored to introduce my terrific guest, Kathy Rosati, the Vice President HR of the Philadelphia Contributionship. TPC is a homeowners insurance company based in, you guessed it, Philadelphia, Pa. Kathy and I have been professional colleagues for many years. Planning to retire from her great career next year, Kathy is now engaged in the challenge of selecting her successor and then facilitating a smooth transition. Kathy, thanks so much for joining our show today.
 
Watch https://www.transformationtalkradio.com/watch.html 

This is Dr. Mickey Fineberg, and our show is Inside the Mind of Hiring. Today we’re going to discuss leadership succession with Bob Cohen, the second-generation owner of ACME Corrugated Box Company, a multi-generational manufacturer near Philadelphia, Pa. Bob, thanks for joining our show today.
Watch https://www.transformationtalkradio.com/watch.html