Inside the Mind of Hiring with Dr. Mickey Fineberg

A few months ago, I presented an episode on good corporate citizens or successful companies that provide real value to their investors, customers, employees, vendors, and communities. In the midst of the fears swirling around AI, I wanted to see if there is a model organization that is structured to provide shareholder value but also real benefits to the other above stakeholders. If I could find a successful model like that, I would certainly be less fearful of the bad things that could be caused by AI. Several months ago, I read an article in Time magazine about Anthropic’s Cllaude models being used by the U.S. defense department and national security agencies for intelligence analysis, operational planning, and cyber operations. Anthropic refused to remove safeguards against mass domestic surveillance of American citizens and the deployment of weapons without human control. Our government responded by barring the use of Anthropic technology. Wow! that’s an example of a company placing the key value of…

I was recently asked to assess a COO for a consumer and business data company. While I typically don’t delve into a candidate’s technical depth, the hiring exec asked me how I might assess the COO’s experience and know-how related to leading AI initiatives. I asked for a little time to think it over and, perhaps, do some research before getting back to him. Between what I know about experientially qualifying an executive candidate and what I found re: the hiring exec’s question, this is what I advised him (and how I would also advise executive candidates seeking roles that involve AI leadership ). First I said not to bother asking about specific AI definitions (Machine Learning) or model names (Mem Palace). Instead, I stressed asking the candidate to describe an AI initiative they led (that may or may not be noted on their resume). In that context, ask about specific decisions, trade-offs (improving some aspects while accepting certain costs or risks), artifacts (e.g. the model card that described the…

Is USA basketball asleep at the switch, just like the WNBA seemed to be during the All Star game? Team USA (represented by WNBA players) had a chance to show the world the quality of its team at the FIBA World Cup in Germany. At this juncture, the Us played 3 games against China, Italy, and Chechia. The coach Kara Lawson (coach at Duke) was emphasizing veterans in her starting line-up. While younger stars, including Caitlin Clark, Paige Bueckers, and Angel Reese, are getting some playing time, the coach was still placing the spotlight on older and more experienced players, apparently due to their sophistication in international play and their reliability toward the end of games. After the third game, I heard commentary from 5 knowledgeable sports commentators and podcasters: Three black men, one white fellow, and one white woman. They agreed strongly that Caitlan Clark, and possibly Paige Bueckers, should be starting at point guard ahead of veteran Chelsea Gray. While they described Chelsea as a good shooter…

I’ve had numerous experiences in my career as a business psychologist with multi-generational companies. Not too long ago, I encountered Dan, a Gen Z, third generation family member who was contributing in a line-leadership job within the fulfillment operation for a regional bricks and mortar retailer who also has a significant on-line business. He currently manages 30 people. He is considered a potential successor to his father, the second-generation CEO, in 10 to 15 years. Prior to his present role, he worked in department and store management, and as a buyer for 6 years. Before joining the family business, he was employed by a major on-line retailer out of college for 4 years. His last job was distribution center manager supervising about 100 people. Dan is perceived as a nice guy and bright manager, and as developing a solid, well-rounded knowledge of the business. However, his performance is considered adequate at best, but not impressive, and he appears to have gotten bored relatively quickly in his…

A few of weeks ago we talked about Leaders sabotaging Leaders. Our program revolved around a manufacturing company where a new COO, John, was hired to help the President focus on shaping the business’ future and spend less time with day-to-day operations. The business had just gone through a major space increase, and significant upgrades in equipment and technology to meet customer demand and boost competitive advantage. The COO’s expectation is to sustain an efficient operation but also enable incremental vs major improvements. After about 2.5 months on the job, the President was sensing that John was having difficulty establishing credibility and influencing and connecting with his managers. I also noted that John, age 42, had good knowledge of manufacturing, but his experience was more focused fixing troubled operations than developing them over time

As a result of Covid and technology shifts, there are three major changes for executive hiring: 1. Rise of Hybrid Leadership 2. Stronger focus on Traits vs Tenure and Experience 3. Growth in Shorter Term Leadership Models

This episode is a continuing commentary in our recent series on questionable leadership practices. In some cases, leaders may sleep at the switch so to speak, even when they have a great opportunity to capitalize on strong momentum. A recent example was the WNBA All-Star Week. As many of you know, the arrival of Caitlin Clark in 2024 brought a major increase in fan interest and game attendance, media coverage, and league and team revenues. Another new star, Paige Bueckers out of The Dallas Wings, has been complementing veterans with great play and likely adding strong value to the league as well. And then, she blew it. While Caitlin Clark was just named The league’s recent All-Star game was a good opportunity to showcase its best players and further accelerate its good fortune. But it did not go that way.

There are plenty of stories on how leadership can sabotage its own leaders. Some of these stories revolve around newly hired leaders who are having difficulty achieving credibility and influence with their new managers, and how a company’s senior execs or owners can make things worse and prompt unnecessary failures. Here is one such story involving yours truly where unintended sabotage will likely be prevented.

Blind leaders can create cultures that drive out top performers through bad attitudes and practices, and self-defeating defense mechanisms. They too often compromise trust which is the core factor in engaging people and enabling their talents to flourish and synergize. Blind leaders too often lack the core principles of integrity, accountability and servant leadership we discussed during our last episode.

You’re a middle-manager reporting to a senior exec or perhaps a Director. You have four direct reports and several indirect reporting people. And you’ve got your share of peers across the other departments.

In prior episodes I described “people for all seasons” as the most equipped leaders for 2026 and beyond in a business environment being transformed by AI. In this episode, I’m going to present two AI innovators from different walks of life who merged their unique personal characteristics and skills to develop an AI product that adds key memory utility to current AI platforms.

In our last episode, we discussed the profile of the 2026 Executive as defined by a substantial executive search firm. We didn’t get to the last element of the profile: Purpose Driven Leaders: Those that align business results with a societal purpose: A broader benefit to employees, customers, vendors, communities, and perhaps the environment. As a business psychologist, I do think this leadership standard is real, but I’m a bit skeptical as to whether it is really in higher demand today. I’m glad we didn’t cite this Purpose Driven profile aspect last time because I think it deserves a full show focus today.

As a result of Covid and technology shifts, there are three major changes for executive hiring: 1. Rise of Hybrid Leadership 2. Stronger focus on Traits vs Tenure and Experience 3. Growth in Shorter Term Leadership Models

As a result of Covid and technology shifts, there are three major changes for executive hiring: 1. Rise of Hybrid Leadership 2. Stronger focus on Traits vs Tenure and Experience 3. Growth in Shorter Term Leadership Models

Do You Think You are Live-Interview-Worthy for the Job of Your Life? Inside the Mind of the Executive Hiring Team! Getting to the live interview has gotten more challenging for many Manager and Executive applicants. The stack of filters is also higher for managers and executives than individual contributors. But individual professional contributors still have to jump through some hoops to make it to the interview plateau as well.

The hiring team did their job: Ensured qualified candidate sourcing (at least 3); Provided thorough and adept interviews and background reviews; Engaged solid background checks; Incorporated a business psychologist’s perspective; Participated in robust team discussions of candidates individually and comparatively; and made a consensus candidate choice; Yaay!!! Now, the chosen candidate needs to contribute to great business results and align with cultural standards. That’s the real challenge!

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

I loved the Netflix series Succession. Every time I viewed an episode I had fond memories of my regional, Italian-family-owned supermarket client. I served them for 20 years. The business was started by a produce street vendor (G1) in Norristown, Pa, some 20 miles west of Philadelphia. He eventually opened a superette, a relatively small-sized market in the same town. He had five sons (G2). Each became the manager of a standard-sized supermarket in a widening territory. They eventually became the business owners, and hired people to merchandise and run the stores. They built a brand of strong service and innovative merchandising. The five brothers each had two sons. Nine of the cousins joined the business in high school. The 10nth eventually became a priest. As they became adults, the cousins replaced their fathers as department heads (Grocery, Produce, Meat, Non-Foods, Real Estate, etc) Then eventually, the 5 brothers retired and the 9 cousins became the owning operators of the business with the oldest…

In the summer of 2017, a warehouse and distribution center design/build company came to us with the objective of creating a predictive test program to help them hire successful Project Managers with greater consistency. Project management has been a very important leadership role for various businesses and industries over last 25-plus years. For this construction company, it is clearly a mission critical job. Their typical candidate has a four-year mechanical or civil engineering degree. While candidates may have summer internships with the company or other firms, they are most often hired right out of college so they can be trained and culturally molded without the baggage of counterproductive habits. In some six to eight months, they are expected to become the CEO’s of multi-million-dollar construction programs and to create “raving fan” customers. The job entails facility design, establishing deals with subcontractors, leading efficient project execution, and ensuring customer and local government…

I recently tested two women for a Corporate Accounting Manager job for a private equity firm that owns several companies. Both were soundly qualified and made a credible interview impression. However, when I asked each one about their weaknesses and how they deal with them, they both cited experiences of not being taken seriously because of being women, particularly in male dominated industries. One mentioned that she is short in stature which may have added to the problem. One was in her early 30’s and the pother in her late 30’s. Each noted at least one other weakness, but it was surprising to me that being female was mentioned by either one of them as a personal shortcoming per se. That said, it must have felt real for them, but more from the standpoint of being a physical disability or handicap. Watch: https://youtu.be/qj-ECmxMk5M

Dr. Mickey opens with a bold premise: the President is essentially the CEO of the United States. With that in mind, would he "hire" Donald Trump to run one of his client companies? His answer: “No.” While acknowledging Trump’s charisma, energy, and strategic edge, Mickey finds his leadership style too divisive for the kind of unified culture most businesses need. “Half the workforce would feel engaged,” he says, “but the other half would feel excluded.” Yet, the perception from millions of Americans tells another story—Trump's appeal is real, persuasive, and resilient. As the 2028 race looms, this episode challenges us all to rethink what leadership should look like—and how we hire it. Watch https://www.transformationtalkradio.com/watch.html

Dr. Pat shares a red-flag experience where a candidate texted her demanding updates without context or professionalism. “If you’re abrupt with the CEO, how are you going to treat clients?” she asks. It was a deal-breaker. Dr. Mickey reinforces the importance of setting clear expectations for each team member’s role in hiring. He encourages leaders to not only bring people together for interviews but to help them understand their own unique value and how they complement each other. Watch: https://youtu.be/iC5POyXmy5o

Recently, I had the opportunity to assess a VP of Operations candidate for a media company navigating the complex terrain of AI integration. This wasn’t a routine placement—this was about identifying someone who could lead organization-wide AI implementation while navigating a matrix leadership environment, where influence matters more than formal authority. So how do we determine if someone is the right fit for a role this critical? Tune in to find out. Watch https://youtu.be/QGzSVpO5GYI

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

Hiring for leadership isn’t just about resumes or even impressive interviews. It’s about deeply understanding human behavior—and sometimes betting on the potential for transformation. As a psychologist specializing in leadership selection, I’ve spent decades inside the minds of candidates and the decision-makers who hire them. In a recent assessment I conducted, I found myself in a familiar yet challenging situation: the data wasn’t giving me a clear answer. Tune in to learn about the result. Watch: https://youtu.be/JTLYLcmCP4c

Every hiring decision is a calculated risk—especially when it comes to roles that demand complex problem-solving, like sales engineers. So how do you really know if a candidate can not only learn the ropes, but also navigate the game once they're in it? In our latest episode of Inside the Mind of Hiring, we dug into what makes thinking skills a make-or-break factor—and how even strong IQ scores don’t always tell the full story. Watch https://www.transformationtalkradio.com/watch.html

Every hiring decision is a pivotal choice—one that can make or break not just a team, but an entire organization. When it comes to selecting top-tier talent, especially at the executive level, the stakes are higher than ever. The right hire isn't just about ticking off boxes for skills and experience—it's about understanding the whole person: their strengths, blind spots, motivations, and leadership style. That’s what we explore on Inside the Mind of Hiring, and it’s also what drives the work we do at Delta Consultants. Watch https://youtu.be/gOnzkSmSUMg

We’ve got a fascinating—and yes, entertaining—episode to share this week from Inside the Mind of Hiring. If you caught our last episode, you know we’re deep in the process of hiring a Vice President of Operations and AI for a manufacturing company that designs and installs glass façades on commercial buildings across the U.S. This is no ordinary company, and it’s no ordinary hire. As a business psychologist, my role in the hiring process includes conducting executive assessments to ensure candidates align with the company’s needs, values, and culture. The search firm did their job and brought us a strong contender. Now, the assessment begins—with a twist. In this episode, we simulate an interview between our candidate, played by the talented Dr. Pat embodying Viola Davis, and yours truly—channeling none other than Snoop Dogg (because why not keep it fun while diving deep?). The hiring team opted for individual interviews to gain diverse perspectives on each candidate—an approach that helps prevent groupthink…

In our latest episode of Inside the Mind of Hiring, we tackled a fascinating question: What makes an ideal hiring team for a high-stakes role like Vice President of Operations—especially when the role demands expertise in emerging tech like AI and the leadership chops to drive culture change in a traditional manufacturing company? It’s not just about job specs and résumés. It’s about the right people making the right decisions together. Before even looking at candidates, a high-functioning hiring team must first define the role clearly and thoroughly. This includes: • Job specifications: What is the position really about? • Expectations and goals: Will the role require implementing cutting-edge AI projects? Driving cross-department collaboration? Leading cultural transformation? • Desired experience: Are you looking for someone who has already led an AI initiative in manufacturing? Or is ERP implementation experience sufficient? • Personality profile: Should the ideal candidate be an integrative thinker or a…

In today’s rapidly evolving landscape, the rise of artificial intelligence (AI) is reshaping how businesses operate. Yet, as organizations race to incorporate AI into their strategic plans, a critical question emerges: who will lead these transformative initiatives? Dr. Mickey Fineberg recently joined Dr. Pat on her show to discuss what it means to select the right executive to helm AI-driven changes within a company. Watch here: https://youtu.be/u9HvXbU-490

Hiring for C-suite positions is one of the most critical decisions a company makes. These executives shape the direction of the business, impact morale, and influence financial performance. Yet, industry statistics reveal that C-suite hiring success rates typically range from just 40% to 60%. That means up to 60% of hires at this level are unsuccessful, leading to major financial losses, productivity dips, and cultural misalignment. But what if you could increase that success rate to 85% or higher? Dr. Mickey Fineberg and his team at Delta Consultants specialize in doing just that—optimizing the executive hiring process with psychological assessments and strategic evaluation methods that go beyond surface-level impressions. Watch here: https://youtu.be/pXUyayDMm7o

In today’s fast-paced business environment, hiring the right candidate is more critical than ever. But too often, companies rely on a single decision-maker or gut instincts rather than a structured, team-based approach. In a recent episode of Inside the Mind of Hiring, Dr. Mickey Fineberg and Dr. Pat dove into the power of hiring teams, highlighting their role in ensuring the right fit and ultimately driving business success. Dr. Fineberg emphasizes the importance of incorporating psychological assessments into the hiring process. These assessments provide deep insights into a candidate’s cognitive abilities, leadership style, and personality traits—things that may not be immediately evident in an interview. However, he warns that these reports shouldn’t be ignored or buried under piles of paperwork. Instead, they should be a key part of discussions among the hiring team, helping them make an informed decision. Watch here: https://youtu.be/uvhbAHJ-TII

Hiring the right people is one of the most critical challenges for any business. Traditional hiring methods—interviews, reference checks, and background analysis—provide valuable insights, but they still leave a significant margin for error. In fact, even with these measures, the success rate of hiring the right candidate is often between 40% and 60%. However, when a well-designed psychological assessment is incorporated into the hiring process, the success rate jumps to approximately 85% for recommended candidates, with over 90% accuracy in predicting which candidates will likely fail. Watch here: https://youtu.be/w0RIUBgwjDQ

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

Hiring the right talent is both a science and an art. It’s about more than just finding a qualified candidate—it’s about identifying the perfect match between a person’s skills, motivations, and personality, and the unique needs of a company. In a recent discussion on The Leadership Insider Podcast with host Dr. Pat, renowned expert Dr. Mickey Fineberg shared his insider perspective on effective hiring and the psychology behind it. The conversation centered around the strategies that can make or break the hiring process, offering invaluable advice not just for employers but for job seekers as well. Watch here: https://youtu.be/3ScB9PpQmII

In today’s competitive job market, standing out as a candidate is more crucial than ever. While job openings remain plentiful in certain industries, employers have become increasingly selective. Dr. Mickey Fineberg, a trusted expert in career development and organizational dynamics, offers invaluable insights into how job seekers can navigate these challenges and secure the coveted job offer. Watch https://www.youtube.com/watch?v=cRrYvKRSKW4 Looking Ahead The job market is evolving rapidly, and Dr. Fineberg predicts that adaptability will remain a cornerstone for success. By cultivating soft skills, preparing thoroughly, and aligning with organizational values, job seekers can rise above the competition and secure not just the next interview but the ultimate offer. For personalized guidance and career insights, connect with Dr. Mickey Fineberg at Delta Consultants. His expertise can help you navigate the complexities of today’s hiring landscape with confidence and clarity.