Knowledge @ ISD Global

4 ways Google looks for emotional intelligence in job candidates

By | ISDose | No Comments

4 ways Google looks for emotional intelligence in job candidates

EI is a sought-after quality. Here are some ways people at Google look for it during the application process.

Job candidates going through the hiring process at Google may be familiar with “Googleyness,” a set of qualities typically found in people who are successful at the company and have added the most to its culture. The meaning of the eponymous adjective has changed over time and, today, includes six qualities:

Read More

Brand vs performance: Let’s end this false dichotomy

By | ISDose | No Comments

indexThe dichotomy between Brand vs Performance marketing is a false one and needs to be dissolved says Michael Lorenzos, Head of Ecommerce Growth at Bleach London. CMOs can help by aligning incentives and encouraging synergies between brand marketers and performance marketers and rewarding them for delivering on those synergies.

Brand marketing vs performance marketing. One of the classic contests of our industry; a debate that causes heated exchanges and biased arguments. Read More

What Is Web 3.0?

By | ISDose | No Comments

What Is Web 3.0?

Something New: Imagine a new type of internet that not only accurately interprets what you input, but actually understands everything you convey, whether through text, voice or other media, one where all content you consume is more tailored to you than ever before. We are at the tipping point of a new phase in the web’s evolution. Some early pioneers call it Web 3.0. 
Read More

Seeing people as possibilities

By | ISDose | No Comments

https://www.dukece.com/wp-content/uploads/2017/05/jake-books-1300x616.jpg?4a58a

The future is ours to imagine. Strategies drawn from brain science show how to change people’s mindsets about who they are – and what they could become.

Ask yourself this: have you ever hired a candidate without carefully assessing their experience and history? For most leaders in major businesses, the answer will be ‘no.’ Organizations traditionally hire people based on their past record. On the surface, this makes sense: prior experience implies that people have the know-how needed to perform in a new role. Yet research increasingly indicates that this approach is becoming outdated.

Read More