What's School Got To Do With It? Myths and Realities of Educational Credentials
Workplace Application: This session will show you how education is related to other candidate success factors.
Recruiters have to contend with both countless job applications and diverse, sometimes questionable, hiring manager specifications. Some managers are tempted to substitute candidates' education for in-depth examination of other more significant qualifications. Findings leveraged from a database of more than 10,000 adults will be shared, about the linkages between level of education and the competencies and personal characteristics that predict job success. This session will help you analyze your hiring managers’ screening criteria so you can suggest the most useful candidate credentials.
Ralph A. Mortensen, Ph.D., ABPP
Ralph A. Mortensen is board-certified in Organizational and Business Consulting Psychology by the American Board of Professional Psychology. His doctorate degree is in Industrial-Organizational Psychology from Wayne State University in Detroit, Michigan. He belongs to the Society for Industrial-Organizational Psychology (SIOP) and the Society of Consulting Psychology divisions of the American Psychological Association.
Ralph began his career within the human resources units of a bank and a public utility. After more than 20 years with his own consulting firm, Aon Consulting, YSC Ltd., and RHR International, Ralph joined IPAT in early 2009. He is an experienced trainer and speaker to local, regional and international audiences and also has experience as a university professor and an academic administrator.
Ralph's expertise is in the areas of consulting with decision makers facing strategic talent, organizational, and leadership issues. He has specialized in talent assessment and executive coaching for much of his career.
Ralph has created and managed employee selection systems for entry-level, professional, and managerial roles. This has involved analyzing jobs and job families, identifying competencies, choosing appropriate measurements, and investigating their predictive validity. In addition, he has completed thousands of individual assessments of executive, middle manager, and professional job candidates, including screening for CEO and other C-suite roles.
Ralph has also designed and delivered workshops on employment interviewing and employee performance coaching among other subjects. He led a talent management best practices study in 2001 and has provided regular support for several clients' annual talent review processes.