Our One-hour briefings are ideal for trade groups, professional associations, conferences, client learning events, etc. Our most popular topics are featured below. Here are a few of the things recent participants had to say...
“You are an excellent presenter, and I took away several good points for consideration as we revamp our hiring practices. Thanks for a great learning experience!”
“Just a note to say thanks for a high quality, content filled presentation. You did a super job.”
“Thank you for an excellent presentation today at the Bluegrass SHRM meeting. You did a great job of taking very technical material and making it relevant and understandable.”
Recent research has shown that there is a large and disturbing gap between what selection researchers have found relative to the effectiveness of different hiring practices, and what HR practitioners know and believe on this topic. The biggest area of disconnect is in the area of selection assessment tools. Furthermore, a recent study has shown that there a dearth of reliable and accurate information about selection assessments being published in HR practitioner literature. As those in the HR profession continue to discuss how to become more strategic and more aligned with the business objectives of their organizations, perhaps the area where they can have the greatest impact on the company’s bottom line is in systematically selecting employees who have what it takes to become top producers for the organization. In this session, Assessment Strategist Whitney Martin will share prevailing research findings, and debunk some common myths, on the effectiveness of various assessment strategies.
Metrics, analytics, and big data loom large on the HR radar. However, research shows that objective data plays a surprising small roll in one of the lynchpin functions of HR departments—employee selection. HR practitioners remain unaware of which selection methods are most (and least) predictive, and only 14% of organizations have data to show the business impact of their assessment strategy.
With payroll and benefits representing one of the largest line items on virtually every company’s operating statement, effective selection is perhaps HR’s greatest opportunity to significantly impact the bottom line. It’s time for organizations to put hiring under the microscope. In this session, Assessment Strategist Whitney Martin will share 5 steps for creating more evidence-based, scientific, and effective selection processes.
If you’ve ever been frustrated because the safety initiatives you labored so hard to research and implement failed to have the impact you expected; If your safety efforts appear to be at a plateau; If you want a more revealing metric to measure safety performance… this session is for you. We’ll explore:
No matter how good your safety efforts are, they will never provide maximum effectiveness until you understand how they will be used by your employees. Safety perception surveys can reveal challenges and opportunities critical to your success.
Have you ever noticed how different people can take drastically different approaches to the same challenge, or have a wide range of reactions to the same situation? Have you noticed that some people seem to get along wonderfully while others are “oil and water”? Have you ever wondered why people have such different styles and how to make that work FOR you rather than hinder progress? In this session, we’ll learn how to identify our own personality style and approach, and discover how it impacts our work performance and relationships (for better and worse!). We’ll also learn tips and tricks for quickly identifying the styles of people we work with so we can leverage their strengths, minimize conflict, and maximize cooperation and success!