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Archived Webinar
Driving Improved Business Results With Pre-Employment Assessment
Tuesday, April 29, 2008
*Note: Online-only event
Tuesday, April 29, 2008
11 am Pacific/2 pm Eastern
The Harvard Business School projects that bad hires cost employers three to five times the employees’ first-year salary. But what about the good news? If bad hires cost money, hiring top talent must have the opposite effect, right? This Talent Management magazine Webinar, sponsored by PreVisor, will reveal how several Fortune 1000 employers have used the science of selection to accurately correlate candidate assessment scores with performance on the job to create measurable and sustainable improvements to business results. It will also share real-life case studies of leading employers and the best practices they are implementing to improve hiring.
Dr. Ken Lahti
Director, Client Solutions
PreVisor
Dr. Ken Lahti has more than 10 years experience in the field of personnel selection and assessment. In his current role, he works with Fortune 500 clients at the intersection of business and science, designing technology-enabled selection systems to meet strategic talent management goals. Lahti has worked in a variety of consulting and applied research roles, and he has built a number of assessment tools, including personality measures, ability and achievement tests, organizational culture surveys, performance measures and behavioral simulations. In addition, he has taught numerous university and graduate-program courses including psychometrics, statistics and philosophy of science. His interests include ROI of assessment programs, strategic selection system design, executive vision and leadership processes, and employee citizenship and job performance. He received his Ph.D. in industrial-organizational psychology from Colorado State University.
Return to TopJoin us Tuesday, April 29, 2008 - 11 am Pacific/2 pm Eastern
Speakers Bureau
Join the Talent Management Speakers Bureau
Columnists:
October 2008
What to Do About Performance Troublemakers
Individually, novelty, complexity and abstractness are performance killers. Together, they are even more troublesome.
September 2008
Stop Wasting Money on Training
The cost of inadequate workplace performance is staggering, but training, while a logical solution, is not always the answer.
September 2008
Do You Get It?
Business executives divide the HR community into two classifications: those who “get it” and those who miss the point.
August 2008
Auditing Global Performance Improvement Initiatives
Global performance improvement initiatives are costly and complex. They require a clear vision of desired outcomes supported by meaningful metrics.
Dashboard
October 2008 1
The Employee Survey: What’s in It For Me?
Having an established Respondent Bill of Rights that can be communicated during the recruitment process can help set the proper expectations.
October 2008 1
Why Most Managers Are Stuck
Successfully transitioning into the manager role is not dependent on improving management expertise, but rather on changing one’s focus.
Application
October 2008 1
Team Effort Pays in Talent at London Business School
At London Business School, a third of all staff positions are filled by internal candidates, which is an indication the school has had success in developing and retaining its staff.
Insight
October 2008 1
Hewlett-Packard: Simple Talent Management in a Technical World
When it comes to talent management, Hewlett-Packard is all about business — business strategy, that is.
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