Lessons Learned with Hiring Assessments
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TA professionals are often sold on the value of assessments for their ability to predict a variety of positive outcomes like higher performance and lower turnover. Yet, the selecting of an assessment that is the right fit for a position and an organization is only the first step. The amount of work involved to appropriately set up and use new hiring assessments can easily be overlooked, and mistakes can be costly. Learn from a panel of assessment experts how they’ve implemented and made the most of hiring assessments across a variety of industries and organizations.
Sarah Haynes, Ph.D. is a Senior Manager in Global Talent Management at Whirlpool. Whirlpool is one of the largest appliance manufacturing companies, with around 80,000 employees worldwide and 67 million products sold annually. Sarah leads the design and implementation of talent assessment and succession planning strategy for the company. As a leader, she strives to build strategies to help people and companies learn, grow and reach their potential. She possesses expertise in leadership development, executive assessment, competency modeling, workforce planning, succession planning, engagement, selection, and performance management. Over her career, she has consulted and partnered with diverse clients, including government, public, private, non-profit and higher-education institutions to drive high-performance cultures through change initiatives. She earned her doctorate from DePaul University in Industrial-Organizational Psychology in 2016. Currently, Sarah lives in St Joseph, Michigan and enjoys taking her golden retriever on walks to watch sunsets over Lake Michigan.
Tommy May, Ph.D. is a Senior Talent Management Consultant at Walgreens with over five years of experience helping organizations get the right people in the right role. Tommy began his career creating assessments for various clients while working for Aon, from pharmaceutical, to entry level selection, to highly technical railroad safety tests. Tommy has found particular success in helping leaders understand the impact the right assessment can have and using assessment and selection principles effectively in situations where the role or endeavor is new for the company. At Walgreens he is responsible for building out the strategy for all things selection and assessment related. At work, Tommy most enjoys helping people find greater success in their career. Outside of work, Tommy can be found playing with his kids in the back yard or losing to his wife in Dr. Mario (original NES version).
Jill May, MS has worked in the employment selection field for six years, and she currently serves as the Manager of Testing, Selection, and Assessment for the City of Chicago. Jill leads a team of Industrial/Organizational Psychologists to develop and administer pre-employment exams across a wide spectrum of skilled labor and professional positions. She has a sharp focus on improving recruitment, selection practices, and diversity in public safety through data-driven practices such as candidate feedback surveys. Her goals are to make the selection process in government smarter, faster, and more equitable. Jill received her Bachelor’s degree in psychology from Baldwin-Wallace University and her Master’s degree in Industrial/Organizational Psychology from the Illinois Institute of Technology. When she isn’t focused on assessment, Jill has volunteered her expertise with the Junior League of Chicago and the Hyde Park Neighborhood Club.
Brendan Neuman, PhD helps organizations select, develop and lead their employees. Previously with United Airlines in roles spanning HR analytics, leadership development and talent acquisition, Brendan founded Basil Consultants, a team dedicated to identifying and cultivating creativity and innovation in organizations. Brendan’s areas of expertise include individual psychological assessment and organizational development. He has supported organizations in the public, private and not-for-profit sectors across a variety of industries. Brendan received his bachelor's degree in psychology from Northern Illinois University, and his doctorate in industrial-organizational psychology from the Illinois Institute of Technology. In addition to his consulting work, Brendan has served as an adjunct faculty member at Roosevelt University, Park University, and the Illinois Institute of Technology, where he has delivered seminars in statistics, organizational psychology and the psychology of creativity. Additionally, he provides talent management guidance to Chicago-area arts organizations through his volunteer work with the Arts & Business Council of Chicago.
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