This goes out to all the HR people in my circles: How to use Machine Learning in personnel selection. It is quite fascination to witness the strides the ML technology has made. But attention-grabbing pop articles don't tell you about all the nuances to be aware of. In contrast, this article is an overview article that nicely covers many aspects ranging from current findings and pitfalls to best practices. Best of all, it is the first overview article to a special issue. Meaning there are four more papers in the issue that cover the topic in more depth. Enjoy reading:

No matter how old you get... you still want to make your parents proud. And it hits you hard when they say it. Don't forget to tell your loved ones how proud you are of them. Even if they haven't just won the Nobel prize. (Dr. Drew Weissman calling his parents after learning he's won the 2023 Nobel Prize in Physiology or Medicine)

How to argue better? Three things I find noteworthy: 1. There is a dilution not an addition effect. This means, weaker arguments will dilute your stronger arguments (i.e. they average out) instead of compound to one big overall case. So, in arguing, only focus on your strongest arguments.  2. Initial weaker arguments inoculate people against later stronger arguments. So, do not start arguing when you haven't sorted through your line of argumentation and might blurt out half-baked arguments. Instead, come in swinging in full when you're ready.  3. And finishing off with something I have heard from @AdamMGrant "Argue as if you are right, listen as if you are wrong". So, go make your points and take yourself seriously, but also take the other one seriously and be prepared to change your mind. Happy and better arguing everyone. (Last note, do not get personal but stay on topic when arguing if you want to get through)

RT @NielsQuaquebeke: There are so many questions around the use of AI in students' BSc and MSc theses (but also generally in research). I t��

Hi you! Yes, you! I am curating a list of HR/leadership/roganizational behavior people to follow online. People who post evidence and insight, not just opinions. Can you help us? Who would be your pick to put on that list?

“When we treat man as he is we make him worse than he is. When we treat him as if he already was what he potentially could be, we make him what he should be.” ― Goethe

We overlook how hard people have it. Instead , we reward those who benefit from easy situations. Find out why even experts are not free from this,

I wish for people to remind me more often of Hanlon’s Razor: “Never attribute to malice that which is adequately explained by stupidity”

I run a lot into people wanting to sell me on body language. They claim that there is a common language of the body. Want to find what's happening instead, have a read in this free access review on body language.

Ever asked yourself when the stress relief effect from your workout kicks in best? This study shows it's actually BEFORE work. Because once we worked out, our mindset shifts from the work day being a threat to it representing a challenge.

In the time of increasing automation (robots, AI, etc), this study shows that employees might be annoyed by automations not working reliably but they also love it! The reason: Outsmarting these automations gives us a sense of meaningfulness.

@vvigneshkumaar @Mylovanov If you want to have a lively debate, make them read this on the NOW, NEW, and NEXT of Leadership. (this will get the AI debate going)

Want to understand how the bastion of human leadership will fall to AI? And why that will likely happen rather sooner than later? Then check out our new article on "The Now, New, and Next of Digital Leadership":

Here is a take on the Now, New, and Next of Digital Leadership. It covers how artificial Intelligence (AI) will take over and change leadership as we know it

Why does Coca-Cola sponsor research on obesity? Why did BP introduce the personal carbon footprint calculator? This paper proposes that emphasizing individual action shifts whom people hold responsible for solving the problem..

What do CEOs do? This free article offers little window into the varied activities of CEOs and where they (do not) spend their time. It also busts the myth of CEOs working so much more.

When debriefing exercises in executive workshops on Leadership or Negotiation, I often get variants of the following feedback: •  "Yes, I didn't do well because I wanted this exercise to be over with so we can get to the real content", •  "If I had known that this was important, I would've put in more effort." •  "If you would've instructed us better, we could've performed better." •  "If it was up to me, I would've done it differently, but I just did what everyone else was doing." ... True! ... But the point is that in real life, i.e. in real leadership or negotiation situations, it's the same. Think of it: • If you just focus on getting things done fast, .... • If you do not perceive issues as serious without being told so... • if you wait for someone to instruct you closely,... • if you always look towards others to decide what to do,... ... you won't do well. Take your time, take the issue and, more importantly, take yourself seriously, and you will thrive.

Notably, best is to include needs analysis, feedback, multiple delivery methods (especially practice), spaced training sessions, and face-to-face delivery.