vp

Attention over time

7-day rolling share of analyzed posts/comments mentioning this entity · 90 daily points ending 2026-10-13

Final complete day: 2026-10-13. Attention was 2.6% — this entity appeared in 8 of 313 analyzed posts/comments in the seven days ending that day (11 mentions).

Each point is a seven-day rolling window of complete UTC days; a point is comparable only when at least 100 analyzed posts or comments fall inside it. A day with no analyzed records counts as zero; missing coverage is marked and never shown as zero. The series ends at the latest complete analyzed day — it never extends into the current incomplete day. How attention is measured.

Recent mentions

1. 2026-10-10 16:31 UTCComment

   It varies. I’ve worked at some organizations that never did a needs analysis. Training was done because a VP or Director thought that people needed training on something. So we created junk courses that made no difference or never got launched because the exec changed their mind or it no longer became a priority. My most memorable example is a VP who got tired of people sending emails without a subject line so she demanded a “How to Write an Email” course. Used up hours of my life and then never got launched. She should have sent an email to the person, sent out a mass email, or just rejected emails without a subject line. At my current job I’ve helped implement a needs analysis, much of it based on the work of Mager and of Moore. We’ve had some success. We still get weird VP requests but less than other orgs. Map It is great. It is idealized and takes a while to get buy-in from people. You need to be confident in your skills and decision making, and you need support from your manager when you tell a requestor, “You don’t need a course. You need better procedures or you just need to talk to the person who is having problems.”

2. 2026-10-09 15:15 UTCComment

   Nice first project. A few things that make a simple test much better than "some questions in Google Forms": 1. Build it from the job, not from general knowledge. Ask managers for the 5-6 tasks people actually fail at in the first months. 2. Mix knowledge questions with situational ones ("A customer/coworker does X, what do you do?"). These predict on-the-job behaviour better. 3. Write the answer key and pass mark before you see any candidates. 4. The cheapest validity check: give it to a few current employees in that role. If your best performers don't score higher, the questions need work. 5. Keep it to 15-20 minutes and give everyone the same version. Forms in quiz mode is honestly fine for the tool part. The design is where you'll wow your VP.

3. 2026-10-09 14:47 UTCComment

   I just learned that the company tries to avoid using Google lol so I guess I won’t use Google Forms, but I know Microsoft has Forms as well. My VP mentioned that she’s used surverymonkey in the past for surveys but idk anything about that either. I’ll look into Mentimeter- thanks for the suggestion. Talks of the field being difficult to get into is what steered me away from pursing IO Psych specifically. I’m okay with where I’m at right now and just thankful I was able to land something at all (it wasn’t looking very good for me for awhile lol). I plan to stay here for 3 years at least and see where life takes me from there. But I’d like to build as many skills as possible during my time here and my company seems pretty supportive of that, so I hope to get some certs and valuable knowledge that can take me elsewhere eventually. Just hard to know where to start and determine what will be most valuable

4. 2026-10-09 13:40 UTCPost

   Fresh in career, looking for advice - Hi all, I am brand new in the field and looking for all the advice I can get. I recently graduated with a B.S. in Psychology. Was kind of interested in the idea of IO Psych as a career idea but ultimately landed in HR. I’m **a few weeks into my first real job as a Training and Recruiting Coordinator** for a 3rd gen family owned **manufacturing company** (200-300 employees). My company wants me to **develop an assessment** to be given to applicants for a low level position. We currently don’t have anything like this in effect, so they don’t want to spend any money on it until they see that the method is effective. I will work with managers to understand the position requirements and develop ideas for the assessment questions. I know I can probably throw together some basic questions into Google Forms or something and it would likely satisfy the company for now, especially as my first project, but I’d like to go beyond that. I honestly have minimal knowledge on all of this but it interests me a lot and it would be awesome to wow my VP and be able to dive further into ID. What would be the best free program for me to create an assessment that can be given onsite to our applicants and employees? What other helpful tools are there? How do I exceed the expectations for this project? Where can I start to be better informed on best practices? Any tips/advice would be greatly appreciated. Thanks!

5. 2026-10-08 13:33 UTCComment

   Next episode, the socially awkward VP will insist I get this cool new tool called Synthesia because it has the letters "AI" in it. He doesn't really know what it's about but he heard it's fast and the other cool kids are doing it and he got targeted ads on LinkedIn or something. I'll roll my eyes more awkwardly than the uncanny valley avatars do then eventually just say "Ok fine" after a brief attempt to advise on the best use of our money and resources considering we also have Camtasia and Adobe.