Screening Out the “Pros” and the “Cons” (Professional Interviewers and Con Artists)
A candidate's objective is to get a job. This means creating the best impression possible, occasionally at the expense of total transparency. Your objective is to hire the best employee, which means gathering accurate information to predict whether the candidate can do the job, will do the job and will do the job well. This session will dissect skills testing, integrity testing, personality testing and intelligence testing—and show how to maximize the value of each. This session will:
· Help you learn about the value of various types of testing and what each method can and can't predict.
· Discuss how testing complements and supplements interviews and other screening procedures.
· Explore where in the selection process each type of testing offers the most value.
· Map various testing approaches to desired outcomes and key metrics, and explore how return on investment
might be calculated.
Whitney Martin
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.