Webcast:
"I want someone in market, with 10 years of experience, who can bring a portfolio." How many times have recruiters heard this statement from hiring managers? "A" Players, High-Pos, Superstars- they are called many names, and are the target for many positions. Companies are faced with the reality that there are only so many candidates like this out there, and many of them are retiring.
The next option is to search for candidates that have the talent for the job, but don't have the experience doing it. Relying on an interview alone to make the determination is risky. Organizations that are ready to move their candidate selection to this level need an assessment process designed to be more about fact and less about feeling. This webcast will discuss the science and mechanics of doing just that.
Presenters
As the Practice Leader for Talent Strategy and Acquisition at the Human Capital Institute, Amy oversees the high-quality programming offered in the Center for Human Capital Excellence, in-person events and conferences, executive workgroups and signature research.As the business leader for these areas, she has direct insight into the needs of clients, whether they are thought-leading underwriters or game-changing human capital management professionals, in the form of members of the Human Capital Institute.Prior to her current role, Amy was the Director and Community Leader of the Talent Acquisition Community at HCI.
Before joining the Human Capital Institute, she served in corporate recruiting roles at several large financial services companies, and had the opportunity to focus on recruitment-related technology, processes and best practices. She is also fierce advocate for talent as the pinnacle competitive advantage in the global marketplace, and currently holds the Human Capital Strategist designation (HCS).
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.
Martha serves as the Vice President of Staffing Assessment and Selection for Citi 's Global Consumer Group. Her focus is on the development and implementation of innovative assessment and selection programs for entry level non exempt and managerial positions. She has 30 years experience in the Human Resources arena, 10 of which include a concentration in staffing. Martha holds a PhD from Regent University, an MBA from New York University, and is certified in Distance Learning from the University of Wisconsin in Madison.
Tonya Baker leads the Organizational Development Department at Advance Auto Parts, Inc. She has more than 10 years of experience in selection testing, behavior-based interviewing, competency modeling, performance management, succession planning, employee surveys, and 360-degree feedback, and training and leadership development. Prior to joining Advance Auto Parts, Tonya spent two years with The Pepsi Bottling Group as an Organizational Capability Manager. Her focus in that role was managing their company-wide employee opinion survey and designing and implementing a new leadership development program. Tonya started her career with Aon Consulting's Management Consulting Group, where she held a number of positions with increasing responsibility and impact. Her consulting background included working with such clients as Duracell, Eastman Chemical Company, Bell Atlantic, RR Donnelley, Automatic Data Processing (ADP), Merck, Merial, and Linens 'n Things. The focus of her work was in the areas of job analysis, competency modeling, selection system design and validation, assessment and training, and performance management. She also has experience assisting clients in developing and implementing technology-based solutions to address their human resources needs. Tonya received her Masters degree in Industrial and Organizational Psychology from the University of New Haven in 1993. She is a member of the Society for Human Resources Management (SHRM), and earned her PHR certificate. She is also a member of the American Psychological Association (APA), and the Society for Industrial and Organizational Psychology (SIOP). She has presented a research paper at the 15th Annual Conference of the Society for Industrial and Organizational Psychology, as well as co-authored other research papers in the field.
