We're all familiar with the hard and soft costs associated with poor employee selection decisions. However, perhaps more importantly, hiring the wrong person is PAINFUL; Painful for the person who has to manage them, for their teammates, for the individual who was hired and is now failing, and for HR who finds themselves back at square one. Poor selection decisions happen because the decision criteria at our disposal are limited, often subjective, and unreliable. In this session, we'll learn how to infuse additional, objective data points into the selection process in order to increase the odds of making the best hire every time.

Learning Objectives:

• Learn the relative predictive validity of key employee selection methods.
• Discover a process for identifying what candidate attributes matter most, and will have the biggest impact on key organizational outcomes
• Explore different types of assessment instruments, and the strengths and weaknesses of each
• Review several important business metrics to quantify the impact of your employee selection process

Credit: 1 PDH

Presenter: Whitney Martin, MS, Proactive Consulting

As a measurement strategist, Whitney’s passion and expertise lies in the field of surveys and assessments. A self-professed “data nerd,” Whitney has a Master’s degree in the area of Human Resources Measurement and Evaluation and has conducted extensive research on the predictive validity of various hiring assessment strategies.

Whitney has been a highly rated speaker at several National HR Conferences and has authored articles on assessments for several books and publications, including Harvard Business Review. She is a member of the Society for Industrial & Organizational Psychology (SIOP) and has two decades of experience working in the assessment industry.