# Get2Great

> Get2Great is a management and HR publication plus a composition-adjusted benchmarking service. The live benchmark pilot scores voluntary turnover and links every claim to its evidence in guides, book profiles, and methods pages.

## AI job and machine-readable surfaces
- [llms.txt](https://get2great.com/llms.txt) - This file.
- [MCP discovery](https://get2great.com/.well-known/mcp.json) - Remote MCP descriptor (streamable HTTP, stateless, no auth).
- [MCP endpoint](https://get2great.com/api/mcp) - JSON-RPC 2.0 tools/list and tools/call over the public magazine corpus, tool catalog, and published cohort status.
- [OpenAPI](https://get2great.com/openapi.json) - REST twins for the same read-only feeds at /api/v1/magazine, /api/v1/tools, and /api/v1/cohort/{vertical}.
- Declared AI job: help a manager or HR leader find evidence-backed, plain-English guidance on telling who is good at a job — start with get_magazine_article(slug=how-to-tell-whos-good) or search_magazine_articles(q=structured interview).

## Canonical pages
- [Home](https://get2great.com/) - Entry point for the benchmark service and the evidence room.
- [Benchmark](https://get2great.com/benchmark) - Composition-adjusted benchmark explainer and service framing.
- [Benchmark connect](https://get2great.com/benchmark/connect) - Research-cohort intake and score submission path.
- [Reference](https://get2great.com/reference) - Methodology hub for shipped benchmark metrics.
- [Guides](https://get2great.com/guides) - Guide index (field guides, job guides, leadership fronts, and book profiles).
- [Tools](https://get2great.com/tools) - Manager-facing tool catalog for strategy and HR practice.
- [Library](https://get2great.com/library) - Book-profile index used as benchmark evidence.
- [Magazine](https://get2great.com/magazine) - Editorial index for the launch cohort and follow-on essays.
- [Cohort](https://get2great.com/cohort) - Participant signup for benchmark build-out.
- [Data commitments v1.0](https://get2great.com/cohort/commitments/v1.0) - Event/outcome covenant published before any cohort number is collected.
- [Pricing](https://get2great.com/pricing) - The composition-adjusted diagnostic is priced; other offers wait on reference data.
- [The diagnostic](https://get2great.com/diagnostic) - The diagnostic's offer page: scope, deliverable, price ($2,500), and how to request it.

## Benchmark and methodology
- [The benchmark](https://get2great.com/benchmark) - Composition-adjusted benchmark entry point for the live pilot service.
- [Join the benchmark research cohort](https://get2great.com/cohort) - Email signup for early participants building the live benchmark reference.
- [Reference](https://get2great.com/reference) - Metric evidence rooms with model disclosures, guide sections, books, and instruments.
- [Answers](https://get2great.com/answers) - Questions the live homepage and benchmark were already answering, filed as Q&A.
- [What does Get2Great claim to improve?](https://get2great.com/answers/what-does-get2great-claim-to-improve) - More effective management, better organizations. The product under it is a composition-adjusted benchmarking service, not a magazine with a score attached.
- [What is Get2Great, and what can I inspect?](https://get2great.com/answers/what-is-get2great) - Get2Great is a composition-adjusted benchmarking service whose editorial corpus is the evidence layer behind each score: benchmark your number against a composition-matched reference, and inspect the reading the model is built on.
- [Why is an industry-average turnover number almost useless?](https://get2great.com/answers/why-industry-average-turnover-is-almost-useless) - “Industry average turnover is 12%” tells you almost nothing — that average pools startups with hospital systems and call centers with law firms. The honest question is conditional: given an organization shaped like yours, is your number unusual? That’s the only version of benchmarking worth doing, and it’s the one we built.
- [What does a composition-adjusted result look like?](https://get2great.com/answers/what-a-composition-adjusted-result-looks-like) - You bring an observed rate for a period. The service returns what that rate typically runs for organizations of your size, function, geography, and sector — then the distance between observed and expected, in σ. The homepage and /benchmark show a live worked example of an engineering org scored that way.
- [What does scoring above the band mean?](https://get2great.com/answers/what-scoring-above-the-band-means) - Above the band for this composition — genuinely unusual, not just off a mismatched average. Scored against a model you can audit. The typical band is −1σ…+1σ; a refusal state fires when your profile sits outside reference coverage.
- [What is the service today?](https://get2great.com/answers/what-is-the-service-today) - One metric (voluntary turnover), scored against a pilot reference corpus. Every result says which one scored it. Aggregates only — no HRIS connection needed to score a quarter.
- [What reading is the model built on, and can I inspect it?](https://get2great.com/answers/what-reading-is-the-model-built-on) - A benchmark is only as good as its reading. Ours is 51 field guides and 141 books, read structurally — the model’s footnotes, open for inspection. The shelves live under Reference.
- [What do I have to bring?](https://get2great.com/answers/what-do-i-bring) - A period and an observed rate — this quarter's voluntary turnover — plus the rough shape of the organization: size, function, geography, industry. Aggregates only; no HRIS connection needed.
- [What do you compute?](https://get2great.com/answers/what-do-you-compute) - Not the industry median. A conditional expectation: what voluntary turnover typically runs for organizations of your size, in your function, your geography, your sector — each factor's contribution shown, in percentage points.
- [What do I get back?](https://get2great.com/answers/what-do-i-get-back) - The distance between observed and expected, in σ — with an interval, a typical band, and a refusal state when your profile sits outside reference coverage. Above the band means genuinely unusual, not just above a mismatched average.
- [Voluntary turnover rate methodology](https://get2great.com/reference/voluntary-turnover-rate) - 3 guide sections, 13 books, and 3 instruments.

## Turnover data
- [Turnover by industry](https://get2great.com/turnover) - National monthly quits rate (BLS JOLTS, not seasonally adjusted), by industry.
- [Turnover by company size](https://get2great.com/turnover/by-company-size) - National quits rate by employer size class.
- [Turnover calculator](https://get2great.com/turnover/calculator) - Compute your own voluntary turnover rate from exits and headcount.
- [Accommodation and food services turnover](https://get2great.com/turnover/accommodation-and-food-services) - Quits rate 4.2% (July 2026), series JTU720000000000000QUR.
- [Arts, entertainment, and recreation turnover](https://get2great.com/turnover/arts-entertainment-and-recreation) - Quits rate 3.1% (July 2026), series JTU710000000000000QUR.
- [Construction turnover](https://get2great.com/turnover/construction) - Quits rate 2.3% (July 2026), series JTU230000000000000QUR.
- [Durable goods manufacturing turnover](https://get2great.com/turnover/durable-goods-manufacturing) - Quits rate 1.6% (July 2026), series JTU320000000000000QUR.
- [Federal turnover](https://get2great.com/turnover/federal) - Quits rate 0.5% (July 2026), series JTU910000000000000QUR.
- [Finance and insurance turnover](https://get2great.com/turnover/finance-and-insurance) - Quits rate 1.3% (July 2026), series JTU520000000000000QUR.
- [Financial activities turnover](https://get2great.com/turnover/financial-activities) - Quits rate 1.3% (July 2026), series JTU510099000000000QUR.
- [Government turnover](https://get2great.com/turnover/government) - Quits rate 1.1% (July 2026), series JTU900000000000000QUR.
- [Health care and social assistance turnover](https://get2great.com/turnover/health-care-and-social-assistance) - Quits rate 2.3% (July 2026), series JTU620000000000000QUR.
- [Information turnover](https://get2great.com/turnover/information) - Quits rate 1.2% (July 2026), series JTU510000000000000QUR.
- [Leisure and hospitality turnover](https://get2great.com/turnover/leisure-and-hospitality) - Quits rate 4% (July 2026), series JTU700000000000000QUR.
- [Manufacturing turnover](https://get2great.com/turnover/manufacturing) - Quits rate 1.7% (July 2026), series JTU300000000000000QUR.
- [Mining and logging turnover](https://get2great.com/turnover/mining-and-logging) - Quits rate 3% (July 2026), series JTU110099000000000QUR.
- [Nondurable goods manufacturing turnover](https://get2great.com/turnover/nondurable-goods-manufacturing) - Quits rate 1.8% (July 2026), series JTU340000000000000QUR.
- [Other services turnover](https://get2great.com/turnover/other-services) - Quits rate 2.4% (July 2026), series JTU810000000000000QUR.
- [Private education and health services turnover](https://get2great.com/turnover/private-education-and-health-services) - Quits rate 2.2% (July 2026), series JTU600000000000000QUR.
- [Private educational services turnover](https://get2great.com/turnover/private-educational-services) - Quits rate 1.9% (July 2026), series JTU610000000000000QUR.
- [Professional and business services turnover](https://get2great.com/turnover/professional-and-business-services) - Quits rate 2.1% (July 2026), series JTU540099000000000QUR.
- [Real estate and rental and leasing turnover](https://get2great.com/turnover/real-estate-and-rental-and-leasing) - Quits rate 1.4% (July 2026), series JTU530000000000000QUR.
- [Retail trade turnover](https://get2great.com/turnover/retail-trade) - Quits rate 3.3% (July 2026), series JTU440000000000000QUR.
- [State and local turnover](https://get2great.com/turnover/state-and-local) - Quits rate 1.1% (July 2026), series JTU920000000000000QUR.
- [State and local government education turnover](https://get2great.com/turnover/state-and-local-government-education) - Quits rate 1.4% (July 2026), series JTU923000000000000QUR.
- [State and local government, excluding education turnover](https://get2great.com/turnover/state-and-local-government-excluding-education) - Quits rate 0.9% (July 2026), series JTU929000000000000QUR.
- [Total nonfarm turnover](https://get2great.com/turnover/total-nonfarm) - Quits rate 2.2% (July 2026), series JTU000000000000000QUR.
- [Total private turnover](https://get2great.com/turnover/total-private) - Quits rate 2.4% (July 2026), series JTU100000000000000QUR.
- [Trade, transportation, and utilities turnover](https://get2great.com/turnover/trade-transportation-and-utilities) - Quits rate 2.7% (July 2026), series JTU400000000000000QUR.
- [Transportation, warehousing, and utilities turnover](https://get2great.com/turnover/transportation-warehousing-and-utilities) - Quits rate 2.2% (July 2026), series JTU480099000000000QUR.
- [Wholesale trade turnover](https://get2great.com/turnover/wholesale-trade) - Quits rate 1.9% (July 2026), series JTU420000000000000QUR.

## Tools
- [Ansoff Matrix](https://get2great.com/tools/ansoff-matrix) - Describe a business — get growth options across the Ansoff matrix.
- [Balanced Scorecard](https://get2great.com/tools/balanced-scorecard) - A strategy map with causal logic and few measures — not a wall of KPIs.
- [Blue Ocean](https://get2great.com/tools/blue-ocean) - Describe a crowded market — get a Blue Ocean ERRC grid + value innovation.
- [Engagement Action Planner](https://get2great.com/tools/engagement-action-planner) - Paste engagement results — get an action plan (the #1 thing surveys lack).
- [Five Forces](https://get2great.com/tools/five-forces) - Describe an industry — get a Porter's Five Forces read with strategic implications.
- [Hc Bridge](https://get2great.com/tools/hc-bridge) - Stop spreading talent investment like peanut butter — find the pools where it changes the game.
- [HR Risk Framework](https://get2great.com/tools/hr-risk-framework) - Put people risk on the same register as every other risk the board reads.
- [Kirkpatrick Evaluation](https://get2great.com/tools/kirkpatrick-evaluation) - Prove training changed behavior and results — not just that people enjoyed it.
- [Mbo Designer](https://get2great.com/tools/mbo-designer) - Cascading objectives that stay participative — designed against MBO's own pathologies.
- [Nine Box](https://get2great.com/tools/nine-box) - Describe a team — get a 9-box talent grid with per-person actions.
- [OKR Designer](https://get2great.com/tools/okr-designer) - Turn strategy context into a quarter-ready OKR set that measures outcomes, not activity.
- [Onboarding Plan](https://get2great.com/tools/onboarding-plan) - Describe a role — get a 30-60-90 onboarding plan.
- [Org Design Diagnostic](https://get2great.com/tools/org-design-diagnostic) - Is the org designed for its strategy? Star Model alignment plus spans-and-layers, with the math done in code.
- [Prioritization Matrices](https://get2great.com/tools/prioritization-matrices) - Drop in a task list (and roles) — get a validated RACI plus impact/effort priority grids and a sequenced plan.
- [Scenario Planning](https://get2great.com/tools/scenario-planning) - Describe a decision — get distinct future scenarios + no-regret strategies.
- [Skills Gap Analysis](https://get2great.com/tools/skills-gap-analysis) - Describe a team + goal — get rated skill gaps with build/buy + a learning plan.
- [Smart Goals](https://get2great.com/tools/smart-goals) - Turn 'do better' into a goal you can measure — SMART objective + metric + OKR.
- [Strategic Analysis](https://get2great.com/tools/strategic-analysis) - Run a SWOT, PEST(LE), or stakeholder analysis with substance — not a template full of the obvious.
- [Turnover Cost](https://get2great.com/tools/turnover-cost) - Enter a role and a few numbers — get a fully-loaded, cited cost of turnover and the retention business case.
- [Value Chain](https://get2great.com/tools/value-chain) - Describe a business — get a Porter value-chain map + sources of advantage.
- [VRIO](https://get2great.com/tools/vrio) - Describe a business — score its resources on VRIO for sustained advantage.
- [Workforce Plan](https://get2great.com/tools/workforce-plan) - Describe an org + goals — get a demand/supply/gap workforce plan.

## Guides
- [A Leader’s Framework for Decision Making](https://get2great.com/guides/profile-a_leaders_framework_for_decision_making) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [A Theory of Human Motivation](https://get2great.com/guides/profile-a_theory_of_human_motivation) - Book profile. One book, placed in its field — what A. H. Maslow's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Adapt And Keep Learning](https://get2great.com/guides/competency-adaptability-learning-v2) - Field guide. Performance and achievement — from 18 books.
- [Antifragile (Incerto)](https://get2great.com/guides/profile-antifragile) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Anxiety at Work_ 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done](https://get2great.com/guides/profile-anxiety_at_work_8_strategies_to_help_teams_build) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Blink](https://get2great.com/guides/profile-blink) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Book Summary_ The Goal by Eliyahu Goldratt](https://get2great.com/guides/profile-the_goal_goldratt) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Collaborate And Build Teams](https://get2great.com/guides/competency-collaboration-teamwork) - Field guide. Team and organizational performance — from 9 books.
- [Communicate To Build Understanding And Agreement](https://get2great.com/guides/competency-communication-v2) - Field guide. Wise, implementable agreement — from 7 books.
- [Contagious: Why Things Catch On](https://get2great.com/guides/profile-contagious) - Book profile. One book, placed in its field — what Jonah Berger's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Do Human Resources and People Management Well](https://get2great.com/guides/field-defining-hr) - Field guide. A grounded on-ramp from your first people decisions to a workforce that becomes a competitive advantage
- [Essentialism The Disciplined Pursuit of Less](https://get2great.com/guides/profile-essentialism_the_disciplined_pursuit_of_less) - Book profile. One book, placed in its field — what Greg Mckeown's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Execute And Deliver Results](https://get2great.com/guides/competency-execution-delivery) - Field guide. Execution and operating excellence — from 9 books.
- [Getting Things Done](https://get2great.com/guides/profile-getting_things_done) - Book profile. One book, placed in its field — what David Allen's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Hire The Right People](https://get2great.com/guides/hire-the-right-people) - Field guide. Hiring decision accuracy — from 3 books.
- [Hooked: How to Build Habit-Forming Products](https://get2great.com/guides/profile-hooked_eyal) - Book profile. One book, placed in its field — what Nir Eyal, Ryan Hoover's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [How to Decide](https://get2great.com/guides/profile-how_to_decide) - Book profile. One book, placed in its field — what Annie Duke's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Influence And Persuade](https://get2great.com/guides/competency-influence-persuasion) - Field guide. Compliance and action (immediate outcome) — from 11 books.
- [Lead A Church Or Ministry](https://get2great.com/guides/lead-a-church-or-ministry) - Leadership guide. Ministry effectiveness and redemptive impact — from 4 books.
- [Lead A Hardware / Deep-Tech Engineering Team](https://get2great.com/guides/lead-a-hardware-engineering-team) - Leadership guide. Delivery performance and progress velocity — from 5 books.
- [Lead A High-Performing Clinical Team](https://get2great.com/guides/lead-a-high-performing-clinical-team) - Leadership guide. Clinical quality and patient safety — from 4 books.
- [Lead A High-Performing Sales Team](https://get2great.com/guides/lead-a-high-performing-sales-team) - Leadership guide. Salesperson performance — from 4 books.
- [Lead A Military Unit](https://get2great.com/guides/lead-a-military-unit) - Leadership guide. Sustained organizational performance and results — from 45 books.
- [Lead A Mission-Driven Nonprofit](https://get2great.com/guides/lead-a-mission-driven-nonprofit) - Leadership guide. Mission results and changed lives — from 4 books.
- [Lead A School](https://get2great.com/guides/lead-a-school) - Leadership guide. Overall school quality — from 4 books.
- [Lead Advanced Manufacturing Operations](https://get2great.com/guides/lead-advanced-manufacturing-operations) - Leadership guide. Operational efficiency — from 4 books.
- [Lead And Sustain Change](https://get2great.com/guides/competency-change-leadership) - Field guide. Durable transformation and sustained performance — from 9 books.
- [Lead In The Public Sector](https://get2great.com/guides/lead-in-the-public-sector) - Leadership guide. Every serious book on the subject, in one place — the model, the playbook, and a way to measure yourself.
- [Lead With Emotional Intelligence](https://get2great.com/guides/competency-emotional-intelligence) - Field guide. Work performance — from 24 books.
- [Made to Stick: Why Some Ideas Survive and Others Die](https://get2great.com/guides/profile-made_to_stick) - Book profile. One book, placed in its field — what Chip Heath, Dan Heath's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Make High-Stakes Decisions](https://get2great.com/guides/make-high-stakes-decisions) - Field guide. Decision effectiveness — from 3 books.
- [Make Sound Decisions Under Uncertainty](https://get2great.com/guides/competency-decision-making-v2) - Field guide. Decision quality — from 17 books.
- [Negotiate And Handle Hard Conversations](https://get2great.com/guides/negotiate-and-handle-hard-conversations) - Field guide. Wise agreement — from 16 books.
- [Plan And Organize Work](https://get2great.com/guides/competency-planning-organizing) - Field guide. Execution, delivery and throughput — from 16 books.
- [Pre-Suasion: A Revolutionary Way to Influence and Persuade](https://get2great.com/guides/profile-pre_suasion) - Book profile. One book, placed in its field — what Robert B. Cialdini's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Predictably Irrational, Revised and Expanded Edition](https://get2great.com/guides/profile-predictably_irrational_revised_and_expanded_edition) - Book profile. One book, placed in its field — what Dan Ariely's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Selection, Assessment, and Performance Evaluation That Holds Up](https://get2great.com/guides/selection-assessment-performance) - Field guide. How to build a defensible pipeline from role definition to organizational value — grounded in 26 books and their disagreements
- [Solve Problems And Think Analytically](https://get2great.com/guides/competency-problem-solving) - Field guide. Novel idea — from 9 books.
- [Switch](https://get2great.com/guides/profile-switch_heath) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Art of Critical Decision Making Transcript](https://get2great.com/guides/profile-the_art_of_critical_decision_making_transcript) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Black Swan_ Second Edition_ The Impact of the Highly Improbable (Incerto)](https://get2great.com/guides/profile-the_black_swan_the_impact_of_the_highly_improbable) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Checklist Manifesto](https://get2great.com/guides/profile-the_checklist_manifesto) - Book profile. One book, placed in its field — what Atul Gawande's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Decision Book: Fifty Models for Strategic Thinking](https://get2great.com/guides/profile-the_decision_book_fifty_models_for) - Book profile. One book, placed in its field — what Mikael Krogerus and Roman Tschäppeler's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Economics of Uncertainty](https://get2great.com/guides/profile-the_economics_of_uncertainty) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Fearless Organization](https://get2great.com/guides/profile-fearless_organization_edmondson) - Book profile. One book, placed in its field — what Amy C. Edmondson's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Fifth Discipline](https://get2great.com/guides/profile-fifth_discipline_senge) - Book profile. One book, placed in its field — what Peter Senge's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Oxford handbook of organizational decision making](https://get2great.com/guides/profile-the_oxford_handbook_of_organizational_decision_making) - Book profile. One book, placed in its field — what Hodgkinson, Gerard P., - Starbuck .'s book gets right, where it goes further than the rest, and what the rest of the field adds.
- [The Talent Code: Greatness Isn't Born. It's Grown. Here's How.](https://get2great.com/guides/profile-the_talent_code_greatness_isnt_born) - Book profile. One book, placed in its field — what Daniel Coyle's book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Think Strategically](https://get2great.com/guides/competency-strategic-thinking) - Field guide. Superior firm performance — from 11 books.
- [Thinking and Reasoning_ A Very Short Introduction (Very Short Introductions)](https://get2great.com/guides/profile-thinking_and_reasoning_a_very_short_introduction) - Book profile. One book, placed in its field — what this book gets right, where it goes further than the rest, and what the rest of the field adds.
- [Thinking, Fast and Slow](https://get2great.com/guides/profile-thinking_fast_and_slow) - Book profile. One book, placed in its field — what Daniel Kahneman's book gets right, where it goes further than the rest, and what the rest of the field adds.

## Library
- [State System of Higher Education: Competency Dictionary](https://get2great.com/library/lib84751c31882a8458) - A practical guide and competency framework for administering the State System of Higher Education's Management Performance and Reward Program, linking manager behaviors and results to organizational goals.
- [50 Top Tools for Coaching A Complete Toolkit for Developing and Empowering People](https://get2great.com/library/liba055a3930d40ff20) - Ro Gorell, Gillian Jones - 2018
- [A Practical Guide to Assessment Centres and Selection Methods Measuring Competency for Recruitment and Development](https://get2great.com/library/liba111d92136774c68) - Ian Taylor M.B
- [A Practical Guide to Job Analysis](https://get2great.com/library/lib3b90a36fe6fc9854) - Erich P. Prien, Leonard D. Goodstein - 2018
- [Agile Workforce Planning](https://get2great.com/library/libb465ba22fc2597d4) - Adam Gibson - 2021
- [An Everyone Culture: Becoming a Deliberately Developmental Organization](https://get2great.com/library/libc653ccf2bdb1e005) - Robert Kegan, Lisa Laskow Lahey - 2016
- [An Executive Perspective on Workforce Planning](https://get2great.com/library/lib3b2f91df52fa4d95) - Robert M.  Emmerichs Cheryl Y. Marcum - 2018
- [An Operational Process for Workforce Planning](https://get2great.com/library/lib723d4671ce31123b) - Robert M.  Emmerichs Cheryl Y. Marcum - 2018
- [Applied Psychology in Human Resource Management](https://get2great.com/library/libe8cb16a5f65149da) - Wayne F. Cascio & Herman Aguinis
- [Armstrong's Handbook of Strategic Human Resource Management](https://get2great.com/library/lib953d7f0d95eec31f) - Michael Armstrong
- [Assessment Centers in Human Resource Management Strategies for Prediction, Diagnosis, and Development](https://get2great.com/library/lib2beb2e064e7eeedd) - Thornton G.C., Rupp D.E. - 2018
- [Assessment Methods in Recruitment, Selection Performance A Managers Guide to Psychometric Testing, Interviews and Assessment…](https://get2great.com/library/lib107a15847d0cdb2e) - Robert Edenborough
- [Beyond HR: The New Science of Human Capital](https://get2great.com/library/lib59bce727fd47d944) - This book introduces 'talentship,' a strategic decision science that equips HR and business leaders to create sustainable competitive advantage by making differentiated investments in pivotal talent pools where performance has the greatest impact on strategic success.
- [Coaching for Leadership - The Practice of Leadership Coaching from the Worlds Greatest Coaches (J-B US non-Franchise…](https://get2great.com/library/lib6b1d14d42e42d47a) - Marshall Goldsmith, Laurence S. Lyons - 2018
- [Compensating the Sales Force, Third Edition: A Practical Guide to Designing Winning Sales Reward Programs](https://get2great.com/library/lib7def1102895af000) - David J. Cichelli
- [Compensating the Sales Force: A Practical Guide to Designing Winning Sales Reward Programs, Second Edition](https://get2great.com/library/lib96d5cc3c4565d689) - David J. Cichelli
- [Compensation](https://get2great.com/library/lib933f3afbe567c9ab) - George T. Milkovich, Jerry M. Newman, Barry Gerhart - 2016
- [Compensation and Benefit Design](https://get2great.com/library/lib2ffac6ba14e132ee) - Bashker D. Biswas
- [Compensation: Theory, Evidence, and Strategic Implications](https://get2great.com/library/lib5f01fa74bcfc06e2) - Barry Gerhart, Sara L. Rynes - 2003
- [Competencies at Work Providing a Common Language for Talent Management](https://get2great.com/library/libcff83bc7b60c055a) - Bruce Griffiths, Enrique Washington - 2018
- [Competency Based HRM A Strategic Resource for Competency Mapping, Assessment and Development Centres](https://get2great.com/library/libc4feadd54d4730e0) - Ganesh Shermon - 2018
- [Competency Mapping and Assessment Manual - User Guide](https://get2great.com/library/libfbda9203448a93f0) - A comprehensive practitioner's manual that teaches HR and L&D professionals how to design, implement, and use competency frameworks, mapping processes, and assessment centers to drive superior talent management outcomes.
- [Complete Guide Executive Compensation Ellig](https://get2great.com/library/libac1e6706961367b2) - A comprehensive desktop reference guide for designing, implementing, and governing effective executive compensation packages that align with corporate strategy, performance, and regulatory requirements.
- [Data-Driven HR](https://get2great.com/library/libc54f703ad568a94a) - Bernard Marr - 2018
- [Designing Global Sales Incentive Plans: Step-By-Step Guide](https://get2great.com/library/lib50f930aa36f77b81) - A practical nine-step (3D6P) methodology for diagnosing sales performance problems and designing globally consistent yet locally flexible sales incentive plans.
- [Diagnosing and Changing Organizational Culture](https://get2great.com/library/lib055289eeb2297746) - Kim S. Cameron & Robert E. Quinn
- [Drive: The Surprising Truth About What Motivates Us](https://get2great.com/library/lib0a3e0e0f17e98a0b) - Daniel H. Pink - 2009
- [Effective Executive Compensation Graham](https://get2great.com/library/libae0319f01ea15530) - A comprehensive guide for designing a truly effective executive total rewards strategy by aligning it with the unique context, strategy, and capabilities of the business, rather than defaulting to simplistic and often flawed market benchmarking.
- [Entrepreneurs Guide Equity Compensation](https://get2great.com/library/lib76ae66eb85bef2f5) - A practical guide to the full spectrum of employee equity-compensation vehicles and, more importantly, to the culture-building practices that turn stock ownership into superior business performance.
- [Executive compensation](https://get2great.com/library/lib130471b151620353) - Davis, Michael L Edge, Jerry T - 2004
- [Executive compensation](https://get2great.com/library/lib604c0563d76efc78) - Melbinger, Michael S
- [Executive Compensation](https://get2great.com/library/lib1d5506edacc6af2c) - John J. McFadden - 2005
- [Executive Compensation](https://get2great.com/library/lib4b14a00c5e074a8b) - Andrew Stumpff
- [Executive Compensation and Related-Party Disclosure](https://get2great.com/library/lib4d075c96333924c8) - James Hamilton - 2007
- [Executive Compensation Answer Book](https://get2great.com/library/libb4710272daee9ac8) - Bruce B. Overton and Susan E. Stoffer - 2004
- [Executive Compensation: Accounting and Economic Issues](https://get2great.com/library/lib7111dd14cd46ac2b) - Gary A. Giroux - 2007
- [Executive Compensation: Money, Motivation, and Imagination](https://get2great.com/library/lib575308cb70ce4f49) - Graef S. Crystal - 1984
- [Founder’s Pocket Guide: Stock Options and Equity Compensation](https://get2great.com/library/lib86ba42f1e7278b9c) - A concise, practical handbook that demystifies how startups use stock options and equity compensation to attract, motivate, and retain talent within US tax and securities rules.
- [Fundamentals of HR Analytics A Manual on Becoming HR Analytical](https://get2great.com/library/lib769012d96fd61554) - Fermin Diez, Mark Bussin, Venessa Lee
- [Goal Setting & Team Management with OKR - Objectives and Key Results: Skills for Effective Office Leadership, Smart Business Focus, & Growth. How to Manage Projects, People & Employees. 2nd Edition](https://get2great.com/library/libfb0a9faff3a1f196) - Thomas Pearson
- [Good to Great and the Social Sectors](https://get2great.com/library/libbb92d904cf2489f2) - Jim Collins
- [Great Course - Psychology of Performance](https://get2great.com/library/lib1fba1a9d3d12cd1e) - A clinical sport psychologist distills the science of excellence into a practical system for performing your best in any domain by training your mind to value, accept, focus, and commit—no matter how you feel.
- [GUIDELINES - Testing and Assessment](https://get2great.com/library/lib3482c09cb01ef4cc) - A comprehensive practitioner's guide to designing and running performance management as a continuous, forward-looking, developmental process owned by line managers that aligns individual and organizational goals to build a high-performance culture.
- [Handbook of Model Job Descriptions](https://get2great.com/library/liba489e3ebfb110b11) - Barry Cushway - 2018
- [Hard Facts, Dangerous Half-Truths, and Total Nonsense](https://get2great.com/library/libb839c6e65c07a45d) - To achieve superior organizational performance and a sustainable competitive advantage, managers must reject flawed conventional wisdom and instead adopt evidence-based management, a practice of making decisions based on the best available facts and data.
- [HBR Guide to Performance Management. HBR Guide to Coaching Employees. HBR Guide to Delivering Eff ective Feedback. HBR Guide to…](https://get2great.com/library/lib54dc84500308c6cc) - Harvard Business Review
- [HBRs 10 Must Reads on Performance Management](https://get2great.com/library/libe33b7a8733c98c1c) - Harvard Business Review
- [High Output Management](https://get2great.com/library/lib0f2b436cd142ae1b) - Andrew S. Grove
- [Hiring Success The Art and Science of Staffing Assessment and Employee Selection](https://get2great.com/library/liba88b14530a44cebd) - Steven Hunt
- [How Google Works](https://get2great.com/library/lib7b7ee1f47939c4e8) - Two of Google's most senior executives explain how to attract, manage, and unleash 'smart creatives' to build products and companies that thrive amid the disruptive change of the Internet Century.
- [How to Measure Employee Performance (The performance management series)](https://get2great.com/library/lib1a111193b7be2922) - Jack Zigon
- [HR Analytics and Innovations in Workforce Planning](https://get2great.com/library/lib4724e473f3cdba5f) - Dr. Tony Miller - 2018
- [HR from the Outside In](https://get2great.com/library/libde5142e695ca26ba) - Dave Ulrich, Jon Younger, Wayne Brockbank & Mike Ulrich
- [Human Resource Champions](https://get2great.com/library/lib164237b9d850eb4c) - Dave Ulrich
- [Human Resource Management](https://get2great.com/library/libba7855422a317d50) - Sean R. Valentine, Patricia Meglich .
- [Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs](https://get2great.com/library/libd3a3b9a4e25819c7) - Donald L. Kirkpatrick, James D. Kirkpatrick - 2007
- [Investing in People Financial Impact of Human Resource Initiatives (2nd Edition)](https://get2great.com/library/lib3e165fa5e7c9046b) - Wayne F. Cascio, John W. Boudreau
- [Job analysis a guide to assessing work activities](https://get2great.com/library/libb09f6fae7791e2ad) - Gael, Sidney
- [Job and Work Analysis](https://get2great.com/library/lib06b933b88295d68a) - 2018
- [Job Evaluation A Guide to Achieving Equal Pay](https://get2great.com/library/lib99b7b458b131e88f) - Michael Armstrong, Ann Cummins - 2003
- [Job Evaluation and Remuneration Strategies.](https://get2great.com/library/libf6682d0452b38102) - Frans Poels - 2013
- [Kirkpatrick's Four Levels of Training Evaluation](https://get2great.com/library/lib328c7ebf906dcc48) - James D. Kirkpatrick, Wendy Kayser Kirkpatrick - 2016
- [Lead the Work](https://get2great.com/library/lib20958dcce529942c) - Ravin Jesuthasan, John Boudreau & David Creelman
- [Leadership](https://get2great.com/library/lib2bfc8a20ff66e8fa) - Leadership inevitably produces pain, and the leaders who embrace, interpret, and grow through their pain expand their capacity while those who avoid or numb it stall at the threshold of their pain.
- [Leadership and the New Science](https://get2great.com/library/libc3f7b11eb3261eb9) - Margaret J. Wheatley
- [Lean but agile rethink workforce planning and gain a true competitive edge](https://get2great.com/library/lib321d1e2c7ef5d1dd) - Rothwell, William J.Graber - 2018
- [Lean Recruitment: Finding Better Talent Faster](https://get2great.com/library/libd684ff9f3a6dd0b7) - Gary Romano & Alison LaRocca
- [Management: Tasks, Responsibilities, Practices](https://get2great.com/library/libf0e92d36d3ac5d58) - Peter F. Drucker - 1973
- [Managing Human Resources](https://get2great.com/library/libb8565af0e55bf787) - Wayne F. Cascio
- [Managing Staff Selection and Assessment (Managing Work and Organizations Series)](https://get2great.com/library/lib112235c2839b2f11) - Paul Iles
- [Nine Lies About Work Buckingham](https://get2great.com/library/libadea51005406dc70) - Nine widely accepted 'truths' about work are actually lies born of organizations' desire for control, and freethinking leaders who ground their practices in evidence about teams, strengths, and human individuality can build higher-performing, more engaged, and more human workplaces.
- [No Rules Rules](https://get2great.com/library/libf976f28c47cc6df3) - Reed Hastings & Erin Meyer - 2020
- [Nursing Workforce Planning](https://get2great.com/library/lib6152d9108c598b78) - Keith Hurst - 2018
- [Oxford Handbook of Personnel Assessment and Selection (Schmitt, Neal](https://get2great.com/library/lib3e4f9934367cd2b3) - Eds.
- [Pay Matters: The Art and Science of Employee Compensation](https://get2great.com/library/lib00bbcb43da96d30e) - A practical guide that teaches HR professionals and business leaders how to build a fair, market-aligned, performance-based compensation system that retains talent and controls the organization's largest cost.
- [Pay People Right!: Breakthrough Reward Strategies to Create Great Companies](https://get2great.com/library/liba6db6520ad0ea424) - Patricia K. Zingheim, Jay R. Schuster - 2000
- [People and Performance: The Best of Peter Drucker on Management](https://get2great.com/library/lib8fe4eb93c5bed59d) - This book synthesizes Peter Drucker's foundational management principles, arguing that the purpose of management is to make people's strengths productive and their weaknesses irrelevant to enable performance and achievement.
- [Performance Management: Finding the Missing Pieces](https://get2great.com/library/lib6d9f0593b88b2abe) - Gary Cokins
- [Personnel Selection Adding Value Through People, Fifth Edition (Mark Cook](https://get2great.com/library/lib60d3fa908bde9148) - auth.
- [Personnel Selection and Assessment](https://get2great.com/library/libef8e7330a472156b) - Heinz Schuler James L. Farr Mike Smith
- [Personnel Selection in Organizations](https://get2great.com/library/lib4a8bb0f4a9b3db54) - Neil Schmitt, Walter C. Borman
- [Powerful Mccord](https://get2great.com/library/lib3ab6ba8a07fcd881) - A former Netflix executive reveals how to build a high-performance culture by replacing traditional HR policies with a radical commitment to freedom, responsibility, and relentless talent management.
- [Predictive Analytics in Human Resource Management: A Hands-on Approach](https://get2great.com/library/libc83694760fb29efe) - Shivinder Nijjer, Sahil Raj - 2020
- [Predictive HR Analytics](https://get2great.com/library/lib9f4e736f5e944815) - A hands-on guide that teaches HR and management-information professionals how to move beyond descriptive reporting to apply inferential, predictive statistical techniques to people-related data using SPSS (and R).
- [Predictive HR Analytics, Text Mining Organizational Network Analysis with Excel](https://get2great.com/library/lib0103d01ed1adc3d5) - Mong Shen Ng
- [Primary Care Trust Workforce Planning and Development (Keith Hurst(auth.))](https://get2great.com/library/libbe01b6c015cb7de1) - Unknown - 2018
- [Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes](https://get2great.com/library/lib2b7316778aedeadc) - Alfie Kohn - 1993
- [Reinventing Jobs](https://get2great.com/library/lib0cb506e53a828848) - Ravin Jesuthasan & John Boudreau
- [Remuneration and Talent Management Bussin](https://get2great.com/library/libe8198bcd2147139f) - A practical South African handbook on how to attract, retain, engage and fairly pay talent by integrating talent management strategy with strategic compensation design.
- [Reward Management](https://get2great.com/library/liba5d5df8eaabe76b7) - Michael Armstrong, Helen Murlis - 2007
- [Rewarding Excellence: Pay Strategies for the New Economy](https://get2great.com/library/lib77f13a5c4eae979e) - Edward E. Lawler III - 2000
- [Sales Compensation Solutions: Addressing the Toughest Sales Incentive Issues in Today’s Changing World](https://get2great.com/library/libff03169bc5e16e2e) - A practical guide to designing and implementing sales compensation plans that motivate salespeople and drive profitable growth amid a rapidly changing selling environment.
- [Sales Incentive Plans for Special Business Objectives: The Sales Compensation Series for the Small Business Owner](https://get2great.com/library/lib3a9a132e21f97706) - A practical guide for small business owners on designing sales incentive plans that direct, motivate, and reward sellers to achieve three special growth objectives: fast starts, new product sales, and new account wins.
- [Scaling Up Compensation](https://get2great.com/library/lib6e720e982f87a6b7) - Verne Harnish & Sebastian Ross
- [Selection Assessment Methods](https://get2great.com/library/libc93d2d72b6da70f4) - A research-based practitioner's guide showing HR professionals how to select and implement scientifically valid formal assessment methods to build a higher-quality, more productive workforce.
- [Show Me the Money: A Statistical Analysis of Commission-Based Compensation Models](https://get2great.com/library/lib9b559821590ef982) - A mixed-methods statistical study of medical-device sales representatives finds that years of experience—not income or commission structure—is the strongest predictor of job satisfaction and retention.
- [Standardized Survey Interviewing - Minimizing Interviewer Error](https://get2great.com/library/lib16570e59fc4b828c) - A practical, evidence-grounded guide to conducting standardized survey interviews that minimize the measurement error interviewers introduce into survey data.
- [Statistics for Compensation](https://get2great.com/library/lib66a32037a0a72cf7) - John H. Davis
- [Strategic compensation a human resource management approach](https://get2great.com/library/libadaeeac78095a642) - Martocchio, Joseph J
- [Strategic Compensation and Talent Management](https://get2great.com/library/lib0de2e30b1cca4ea4) - Jed DeVaro
- [Strategic Pay: Aligning Organizational Strategies and Pay Systems](https://get2great.com/library/libb4d0e5a86ec422ba) - Edward E. Lawler III - 1990
- [Strategic Performance Management Leveraging and Measuring Your Intangible Value Drivers](https://get2great.com/library/lib7bcdf9c94c1c7ae0) - Bernard Marr
- [Strategic Workforce Planning Developing Optimized Talent Strategies for Future Growth, 2nd edition](https://get2great.com/library/lib5e4085bec967d228) - Ross Sparkman - 2018
- [Strategy and Human Resource Management](https://get2great.com/library/lib673755087697765c) - Peter Boxall & John Purcell
- [Structured Interviewing: Raising the Rigor of Selection](https://get2great.com/library/lib4d61a2728663736e) - A highly structured employment interviewing technique, built on job analysis and standardized scoring, can raise the psychometric properties of the interview to the level of traditional cognitive aptitude tests.
- [Talent management systems best practices in technology solutions for recruitment, retention, and workforce planning](https://get2great.com/library/lib6b8732f0614565fe) - Schweyer, Allan - 2018
- [Talent on Demand](https://get2great.com/library/libf48a422c60761e76) - Peter Cappelli
- [Talent Wins](https://get2great.com/library/lib2c75e9f9ab365e6e) - Ram Charan, Dominic Barton & Dennis Carey
- [The Alliance](https://get2great.com/library/libfda0d0e1a4bba84d) - Reid Hoffman, Ben Casnocha & Chris Yeh
- [The Art and Science of Competency Models - Pinpointing Critical Success Factors in Organizations](https://get2great.com/library/lib346cae5c4cbb8cf1) - Anntoinette D. Lucia, Richard Lepsinger - 2018
- [The Competency Toolkit - Using a Competency-Based Multi-Rater Assessment System - Volume 2 of a 2 Volume Set](https://get2great.com/library/lib9c6f8c7902fd64e8) - David Dubois, William Rothwell - 2018
- [The Competency Toolkit Volume 1 of a 2 Volume Set](https://get2great.com/library/lib3ce94a648b7b7681) - William J. Rothwell, David D. Dubois - 2018
- [The Complete Guide to Sales Force Incentive Compensation](https://get2great.com/library/lib13f0601255f58235) - A comprehensive guide for designing, implementing, and managing effective sales force incentive compensation plans that motivate salespeople, align with business strategy, and drive company success.
- [The Culture Code The Secrets of Highly Successful Groups](https://get2great.com/library/libb307280a424172e5) - Daniel Coyle
- [The Differentiated Workforce](https://get2great.com/library/lib9aa89555b01df06f) - Brian E. Becker, Mark A. Huselid & Richard W. Beatty
- [The Effective Executive](https://get2great.com/library/lib06d08ec5614590d0) - Effectiveness—doing the right things well—is not an inborn trait but a learnable set of habits that any knowledge worker can master to convert intelligence, knowledge, and ability into results.
- [The Future of Sales Compensation](https://get2great.com/library/lib0e4075856f216cb3) - Two ZS sales-compensation consultants forecast how sales incentive plans will evolve over the next decade, arguing that the future lies in blending extrinsic and intrinsic motivators, personalizing plans, gamifying behavior, leveraging predictive analytics and technology, and treating change management as central to plan success.
- [The Handbook of Competency Mapping Understanding, Designing and Implementing Competency Models in Organizations](https://get2great.com/library/libf30d8d14ef0609b4) - Seema Sanghi - 2018
- [The Handbook of Work Analysis Methods, Systems, Applications and Science of Work Measurement in Organizations](https://get2great.com/library/lib4d83acc6e864a76d) - Mark Alan Wilson, Winston Bennett, Jr. - 2018
- [The Hiring Handbook A Toolkit for Recruitment, Assessment, and Selection Success](https://get2great.com/library/lib93aa97fff4b5e40e) - Kasey Harboe Guentert, Mollie Berke
- [The Human Equation](https://get2great.com/library/lib95cfe5c63524b2ed) - Jeffrey Pfeffer
- [The Knowing-Doing Gap](https://get2great.com/library/lib39d6999351bbc541) - Why organizations so often fail to act on what they already know, and what the rare firms that turn knowledge into action do differently.
- [The Making of a Manager](https://get2great.com/library/libc65080d96867b9e5) - A first-time manager's journey from individual contributor to design executive at Facebook, offering a practical playbook on how to lead teams by focusing on three core pillars: purpose, people, and process.
- [The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments](https://get2great.com/library/lib83eaede884140bfa) - Jac Fitz-enz - 2010
- [The Performance Appraisal Tool Kit](https://get2great.com/library/lib96e4df25d190a037) - A practical guide showing HR leaders and executives how to redesign the performance appraisal template, content, and process to drive individual and enterprise-wide performance rather than merely justify merit increases.
- [The Power of People - How Successful Organizations Use Workforce Analytics To Improve Business Performance](https://get2great.com/library/libcefffa59bc124a56) - A practical, expert-informed guide to establishing, operating, and leading a workforce analytics function that uses people data to improve business performance.
- [The Practice of Management](https://get2great.com/library/libfe739f6da63417a0) - Peter F. Drucker - 1954
- [The Strategic Workforce Planning Handbook Design, Implement and Measure Workforce Plans to Drive Business Results](https://get2great.com/library/lib2445ecbdc4d385f4) - David Edwards - 2018
- [The Talent Code: Greatness Isn't Born. It's Grown. Here's How.](https://get2great.com/library/libbce812c2f69e35d1) - Daniel Coyle - 2009
- [The Toyota Way to Lean Leadership: Achieving and Sustaining Excellence through Leadership Development](https://get2great.com/library/libaf16f7e8bf1620f3) - To achieve sustainable operational excellence, organizations must adopt Toyota's leadership model, which focuses on the lifelong journey of developing leaders at all levels to be self-driven learners, patient coaches, and enablers of bottom-up continuous improvement.
- [The WorldatWork Handbook of Compensation, Benefits and Total Rewards](https://get2great.com/library/lib8a8a4d03846f65d1) - WorldatWork
- [Transformative HR: How Great Companies Use Evidence-Based Change for Sustainable Advantage](https://get2great.com/library/libefc0800abaac9b07) - John W. Boudreau, Ravin Jesuthasan - 2011
- [Understanding performance appraisal social, organizational, and goal-based perspectives](https://get2great.com/library/lib970548ae3ae1e7db) - Murphy, Kevin R., 1952-, Cleveland etc.
- [Using R in HR Analytics A practical guide to analysing people data](https://get2great.com/library/libe17bb73cf1daee15) - Martin Edwards, Kirsten Edwards .
- [What Your CEO Needs to Know About Sales Compensation](https://get2great.com/library/lib36e0f2e39c9f7dfc) - A strategic playbook that teaches executives how to connect the corner office to the front line by aligning sales compensation with business strategy rather than treating it as a mere payout mechanism.
- [Who the a Method for Hiring](https://get2great.com/library/lib5ec51edb703e9460) - A four-step, evidence-based hiring method (Scorecard, Source, Select, Sell) for consistently identifying and landing 'A Players' who deliver the outcomes a role requires.
- [Why Good People Cant Get Jobs](https://get2great.com/library/lib1c93fb43fafe6fe0) - Peter Cappelli
- [Work Rules!](https://get2great.com/library/lib6a74b98ef1177b88) - Laszlo Bock - 2015
- [Workforce Ecosystems (Management on the Cutting Edge)](https://get2great.com/library/lib5438825267887c4a) - Elizabeth J. Altman, David Kiron, Jeff Schwartz & Robin Jones
- [Workforce Planning Toolkit](https://get2great.com/library/lib991366215ba5e260) - Lydia Cillie-Schmidt - 2018
- [Workforce planning, HR and recruitment](https://get2great.com/library/lib7f0d5e005c62bf33) - Unknown - 2018

## Magazine
- [How to Tell Who's Good at the Job](https://get2great.com/magazine/how-to-tell-whos-good) - This essay traces a century of hiring shortcuts, from skull measurements and handwriting to the handshake, then explains the selection research managers can use today.
- [The Numbers Moved](https://get2great.com/magazine/the-numbers-moved) - The rank order you memorized was wrong. The 2021 corrections dethroned the cognitive test and put the structured interview on top.
- [Structure Is the Tool](https://get2great.com/magazine/structure-is-the-tool) - The interview is your best selection instrument — and most companies use it wrong on purpose. Structure roughly doubles its accuracy.
- [Grading on Vibes](https://get2great.com/magazine/grading-on-vibes) - What behaviorally-anchored criteria actually buy you — not validity, but shared meaning, usable feedback, and a decision you can defend.
- [Score Before You Talk](https://get2great.com/magazine/score-before-you-talk) - Two free fixes after you structure the interview: use a panel, and make everyone commit their scores before anyone speaks.
- [Two Thousand Jobs, No Two Thousand Studies](https://get2great.com/magazine/two-thousand-jobs) - Defensible hiring criteria for jobs you can't afford to study one at a time — the forty-year-old method that composes validity instead of copying it.
- [One Company Is Not an Experiment](https://get2great.com/magazine/one-company-is-not-an-experiment) - A data-rich case study from a single organization cannot prove a management practice works — because a factor that never varies inside one company cannot be separated from everything else that company is.