Webcast:
Your company faces tough decisions every day – how to invest training resources, how best to engage employees, and who to promote into critical leadership roles. Assessments are commonly thought of as a pre-hire activity that organizations can use to identify the best candidates for a particular role in an organization. However, best-in-class organizations differentiate themselves by also applying assessments in the “post-hire” to create a comprehensive talent measurement program.
Assessments can be the tool you need to help you identify a more efficient and effective way to help your employees develop the skills they need to be successful in their role. Post-hire assessments have the potential to provide insight into employee strengths and areas for development as part of a training needs analysis or group-level gap analysis. Join Michael Blair, M.S., Strategic Staffing Leader for CenturyLink, as he describes initiatives he put in place to quantify and improve his engineering team’s skills and productivity. Ken Lahti, Ph.D., PreVisor’s VP of Strategy and Content, will explore the different ways that assessments can be used to maximize the value of the individuals that make up your workforce.
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Presenters
Michael manages recruitment technology and assessment strategy for Sprint and directs recruitment services for the Network Operations, IT, Product Development and Wholesale divisions. The Sprint staffing team leverages innovative and industry leading strategies to implement world class recruitment and selection processes. In addition, Michael serves as an internal consultant with a focus on job analysis, needs assessment, selection system design & validation, performance management, optimizing technology in the hiring process, and the recruitment and sourcing of top talent.
Throughout his career, Michael has helped organizations redesign recruitment and selection processes to better leverage technology and human capital, introduce alternatives to inefficient and ineffective assessment strategies, and better equip managers to make sound hiring decisions. Michael has written articles and presented at conferences on numerous topics including innovations in assessment, internet-based testing, measuring selection and hiring ROI, assessment centers, adverse impact, banding, job analysis, performance evaluation, and managerial assessment and development.
Michael attended the University of Maryland where he earned his Master of Science degree in Psychology. Michael started his career in industrial/organizational psychology as a "Beltway Bandit" consultant in the Washington, DC area. He later joined the civil service sector where he worked at both the Federal and City/County levels, before returning to the private sector. In addition to his role at Sprint, he serves as an expert advisor to the Human Capital Institute (HCI) Talent Acquisition Community, as well as an adjunct faculty member in the KCKCC Psychology Department.
Dr. Ken Lahti completed his Ph.D. in Industrial-Organizational Psychology at Colorado State University and has worked in the field of assessment and selection for over a decade. As Vice President of Product Development and Innovation, Ken merges commercial strategy with scientific innovation and oversees research and development of SHL’s industry-leading assessment products. Ken is a noted speaker in his profession, presenting at conferences and webcasts hosted by organizations such as Society for Industrial and Organizational Psychology, Talent Management Magazine, Human Capital Institute, SHRM, and HR.com.