Telta Blog

Gallup surveyed 17,874 U.S. workers on pay, safety, growth, voice, and schedules. Only 41% had a quality job, and the gap showed up in turnover a year later.

Removing names doesn’t remove the clues. How to turn the promise to protect respondents into practice, from survey setup to sharing comments and team talks.

An AI leader cut its employees’ AI budget. It looks contradictory, but a consulting firm that manages profit project by project tells a different story.

Explaining AI fluently isn’t the same as using it well at work. How to weigh a candidate’s account of past work, task performance, and self-review.

A viral AI interview clip raises a candidate experience question: when candidates ask for clarification or hit an error, how will your company respond?

Recording answers well isn’t the same as drawing out the ones you haven’t heard. A test case of interview AI that reads the resume, JD, and live answers.

We ran one 23-minute mock interview through Clova Note, Tiro, and Daglo to compare transcripts, speaker separation, summaries, and interview templates.

Reports rarely stall for lack of data. They stall when no one has the time or expertise to interpret the results, or the ownership to act on them.

A good assessment doesn’t end with a report. It ends with agreed priorities, real action, and re-measurement.

For office and frontline roles alike, the most direct test is watching how candidates judge and perform in scenarios that mirror the real job.

Aptitude tests aren’t outdated. General potential and actual job performance are different questions, and each calls for different evidence.

Certifications have real value. But what an exam measures isn’t always what your company needs to see in day-to-day work.

When assessing a new team leader, look first at the new role, the person’s leadership experience, and the people and situations they now manage.

Leadership can be assessed through surveys, interviews, or simulations. It helps to start by seeing 360-degree feedback as one form of survey-based assessment.

Low culture survey scores name a problem but don’t explain it. Read results as Measure → Pattern → Context → Cause → Action.

A low score in a leadership assessment or 360 is a signal, not a cause. Read results as Score → Signal → Hypothesis → Context → Action.

Work is being reshaped and expectations are rising. In 2027, job descriptions need a new standard to find people with the skills this era demands.

Two B2B marketer competencies that resumes and portfolios rarely reveal, and how to assess them with real work scenarios.

In a survey of 1,500 US employees, 63% admitted overstating their AI skills. Three steps to flag, test, and document experienced candidates’ AI claims.

The team leader competencies to check before promoting a high performer, and how to use scenario-based leadership assessment in training and onboarding.

Should a candidate lose points for bringing iced coffee to an interview? What the U.S. “coffeegate” debate teaches about separating signal from noise.

Where AI detectors fall short in résumé screening, and a three-step AI screening process that surfaces evidence of real job competency.

In the age of “untethered” talent, separate what a résumé can confirm from what the interview must verify to make better-grounded experienced hires.

AI is changing how HR teams approach people analytics, and which data they need to make better people decisions.

Which hiring tasks should you hand to AI, and where should a person check the work? A stage-by-stage guide for HR teams.

Why AI makes workforce redeployment necessary, and three criteria to build into any AI competency assessment of your employees.

Why corporate AI training often fails to show results, and why it should start with an assessment of your organization’s current AI competency.

Using SK hynix’s move to half-day in-depth interviews as a case, we look at how to judge a candidate’s real competencies.

Why global companies are formalizing AI-free competency assessment in hiring, with examples from Anthropic, Microsoft, and Ericsson.

A recruiter’s guide to assessing AI competency: evaluate AI understanding and risk awareness, plus how candidates plan, execute, and review work with AI.

Six core competencies B2B salespeople need that AI can’t replace, and how to assess them objectively.

Are traditional job titles a thing of the past? Here are the five new role archetypes Boris Cherny sees on the Claude Code team.

As more companies use AI in hiring, here are the evaluation standards and operating principles HR should check to keep hiring fair and trusted.

Still managing talent by performance ratings and tenure because you lack skills data? Telta’s competency assessment maps skill levels in one step.

AI note-takers can transcribe a conversation and list action items. But is recording an interview like any other meeting enough to evaluate candidates?

Expatriate candidates all score high on typical assessments. Here is how Company G told their global competencies apart.

Exploring skills-based HR? See how Mastercard, Blizzard, and Sephora put it to work, with practical ideas for applying it in your organization.

SK hynix dropped degree requirements; NVIDIA’s CEO calls intelligence a commodity. Here’s how to verify the competencies a résumé can’t show.

Struggling to show executives what job training achieved? Set a baseline with a pre-training assessment and compare before and after on the same standard.

How a major insurer analyzed the roles that drive its competitiveness and designed the skill sets behind them.

In retail and logistics, where so much rides on data analysis and forecasting, AI competency was the first capability this company needed to secure.

SK hynix dropped degree requirements for new hires. Here are the AI-era competencies it values and how to assess them objectively.

A fast-growing K-beauty company’s hiring challenges, and how it solved them with consistent, evidence-based interview evaluation.

An interview scorecard template built on a B2C marketer interview: criteria, key questions, evidence, a 1–4 scale, a Google re:Work rubric, and 5 design steps.

Meeting note-takers capture what was said in an interview, not an evaluation. Here’s what an interview evaluation tool needs to do differently.

Same questions, same scoring criteria for every candidate: how structured interviews differ from competency interviews and BEI, and 4 steps to design one.

Knowing a lot about AI doesn’t mean using it well. Here’s how companies now test employees’ real-world AI skills, as KBS reporters found out firsthand.

Evaluating an AI tool and building it into your hiring process are two different jobs. Here are three things to work out before you adopt one.

From real-time competency analysis during the interview to data-driven evaluation afterward, here’s what Telta Interview Pro changes.

AI interview tools serve different purposes. Here’s the difference between AI that replaces interviewers and AI that supports them.

Highlights from Telta’s second webinar, co-hosted with Offpiste on May 20, plus seven questions from the live Q&A.

Telta ranked first in the world in both job–resume matching and job skill classification at TalentCLEF, a global HR AI challenge.

Three criteria to apply when evaluating AI competency assessment solutions, and how four leading solutions in Korea measure up against them.

AI competency can’t be measured one way. How Telta pairs a quiz for AI knowledge, a scenario simulation for applied skill, and a usage survey for everyday use.

What to measure in an AI literacy assessment: depth (know, use, apply) and breadth (which skills), and how to design assessments around AI training.

Beyond a 4.6 satisfaction score and a 92% completion rate: the metrics HRD teams should track to measure the real impact of AI training.

See how Telta Interview Pro tackles the inefficiencies that keep recurring in hiring interviews.

Highlights and the full Q&A from Telta’s first webinar on April 21: what HR needs to know before investing further in AI.

An AI interview report that goes beyond competency scores to show strengths, gaps, motivators, and an onboarding roadmap for the new hire.

A fresh look at AI’s impact on the job market through Anthropic’s labor market report, and the early signals already visible in Korea.

Leader performance and leadership start with how you define and assess the competencies the role requires.

What competencies make a business development hire great? Here is how Telta defined them: five core tasks broken down into 24 skills.

Why did Telta use AI to hire for a business development role? Our eight-week record, from the reasons behind it to real interview analysis.

Telta has launched its AI Literacy Assessment, which measures how well an organization uses AI with behavior-based evidence.

Beyond testing knowledge to tracing the thought process: a new standard for verifying how well people actually use AI at work.

Talent development and talent deployment have drifted apart. Skills data is how HRD reconnects them.

Transparent evaluation with no black box and expert-level feedback: an inside look at Telta’s competency assessment reports.

How to close the gap between strategy and execution capability by focusing workforce management on the critical skills your strategy depends on.

In the AI era, psychological safety has to be built on predictability, not just good relationships.

With external hiring no longer driving growth, where should organizations look next? Why Talent Intelligence is reshaping HR strategy for 2026.

The return on AI adoption depends not on the tools but on the AI literacy of the people who use them.

Three reasons expensive competency assessment reports so rarely get put to real use.

How Telta helped a large IT company run a company-wide competency assessment and review promotion candidates in one project.

Why did Company A’s leader candidates stay behind to keep debating long after their assessment session had ended?

People analytics stalls on scattered data, an HR–data science gap, and hard-to-measure competencies. Here’s how AI builds the competency data it needs.

Skills vs competencies: understand the difference and redefine what success looks like for your organization.

What a skills-based organization gains, and the four steps it takes to make the shift.

Insights on skills-based HR from global HR consultancy Mercer’s 2024/2025 Skills Snapshot Survey of 1,100+ HR leaders in 74 countries.

How Unilever, IBM, and BMO use skills-based HR across mobility, learning, hiring, and pay, and what it takes to make it work.

Skills-based HR is no longer just a trend. It is becoming a core strategy for business survival and growth. Here is what it is and why it matters.