Webinar Library:

UPCOMING WEBINARS:

To be announced.

PAST WEBINARS:

Measuring for Safety in the Hiring Process: Research and Best Practices 

Research in Industrial/Organizational Psychology now shows that there are psychological traits and abilities that are highly predictive of unsafe behavior, workplace injuries, and worker’s compensation claims. A person's “SafetyDNA” can be measured accurately using the right type of assessment technology.Companies who are able to identify SafetyDNA factors in their hiring process are more likely to have safer workplaces, reduced safety incident rates, and more effective safety leadership. 

In this 1-hour webinar, you'll:

• Identify the key individual traits and characteristics that make up a candidate’s SafetyDNA
• Understand the research findings linking SafetyDNA to safety outcomes such as injuries, workers' compensation claims and safety behaviors
• Discover validated psychometric methods that are used to predict safe behavior and candidate risk
• Know how this technology can be used as a valid and legally defensible part of an organization’s hiring process at all levels
• Learn best practices on how assessments can be leveraged to improve various safety outcomes in your organization

Originally presented in September 2016

With little new information about combating this common problem, HR professionals are often forced to approach a high turnover rate without a full understanding of the root cause and with tools ill-equipped at addressing the source of the problem.  The focus of this webinar is to discuss strategies to investigating turnover in your organization and building a talent approach to maximize retention.

• How to select for retention.  When do selection interventions work to reduce turnover and how much can you reasonably expect to move the needle on your turnover rate by improving your selection system?
• How do systemic factors within your organization impact retention rates.  Many factors from pay rate and benefits package to organizational culture and Supervisor-Employee Fit impact turnover.  The presenters will discuss what factors impact retention and what can be done about them.
• How the external labor market impacts retention rates.  Organizations often do not consider the importance of unemployment rates, community reputation, and the availability of similarly paying jobs in understanding turnover.  This framework provides direction on what to expect from various isolated turnover interventions and how to structure a multi-faceted, complementary, intervention to improve retention.

Originally presented in June 2016

Finding Manufacturing Candidates with Strong Work Ethic

It's something manufacturing organizations ask all the time:  Is it possible to identify candidates who will work hard?  Fortunately, it is.  By measuring very specific competencies in the hiring process, you can easily identify those candidates who possess a strong work ethic, and who will likely be dependable and reliable employees.

• Industry-wide issues in hiring the right manufacturing candidates
• Hiring the new generation of manufacturing employees
• How to test for manufacturing candidates that
  • Have Strong Work Ethic & Positive Attitudes
  • Exhibit Safe Behavior
  • Have High Productivity 
  • Show up to work, on time
  • Stay on the job
• Case Studies on using different testing methods
• Using Production Simulation in the hiring process

Originally presented in March 2016

What Were You Thinking? Getting to the Real Root Cause of Risks at a Global Company

Within your organization, you have great policies, training programs, safety incentives and PPEs. However, you still have incidents and injuries. Why? The truth is, regardless of the environment, training, and tools that we provide to our employees and leaders, they are ultimately the ones who must calculate the risk and decide whether it is acceptable.

This presentation will provide a detailed case study on how this organization is achieving these results through the use of innovative approaches in three broad areas:

• Risk assessment and mitigation processes
• Safety leadership skills development
• Recruitment and selection

Originally presented in June 2015

Are You Ready to Take Your Assessments Mobile?

Gone are the days of testing centers and carefully proctored assessments. We are rapidly moving into the days of unproctored mobile testing. If you are moving to unproctored testing, you are giving up control of your test environment and, like it or not, your tests are being taken on mobile devices. Are you prepared? This webinar will address many considerations when moving your assessment program to an unproctored delivery as it relates to mobile device usage. Verizon Wireless, the largest telecommunication provider in the United States, will share their unique experience in utilizing mobile delivery mode to assess talents.

What you will learn: 

• Important information about the prevalence of mobile device usage across organizations and test types.
• Considerations when implementing assessments that will be administered across mobile devices.
• Ongoing research questions under investigation about mobile device testing.
• Which candidates are using their assessments across devices

Originally presented in December 2014 

Driving Culture Change with Pre-Employment Assessment at Sears

Sears Holdings Corporation (SHC) is in the midst of organizational transformation and culture change from a bricks and mortar department store chain to a loyalty program and members-based retailer. While changing a large organization’s culture can be a long and involved effort, this webinar will focus on one way to accelerate the change from the beginning, by bringing in new employees who embrace the new culture. 

What you will learn:

• How to convince leadership of the need for this type of assessment
• A comprehensive view of the entire process from development through launch
• Lessons learned and tips for rolling out a similar process in your organization

Originally presented in November 2014 

Data-driven Hiring: Nissan's Case Study

In this presentation, Bob Mullins, Senior Organizational Development and Training Manager for Nissan North America, and Adam Hilliard, Project Consultant for Select International tackle the path at which HR and Operations frequently conflict – selection using referrals, and the politics associated with it.  The two will lean on their experience in manufacturing, and discuss how Nissan was able to transform a hiring process that was based heavily upon referrals, and evolved the company to the point where the hiring system became: 1) highly objective, 2) legally defensible, and 3) easily quantifiable.  They then will discuss how Nissan continues to monitor the key performance indicators of its selection system, and will discuss best practices involved.
 
What you will learn:

• The story of Nissan’s journey from politically-driven hiring to an objective legally defensible process
• Suggestions on how to navigate the political landscape when seeking change
• Pros and cons of using referrals in hiring
• Data on the effectiveness of every traditional hiring step in predicting performance
• How to understand validity, and the process of measuring individual hiring system effectiveness

Originally presented in June 2014 

Using Competencies, Sales Styles and Drivers to Predict Success in Sales

Why are some people successful in sales while others are not? What makes for a good salesperson? These are questions that sales managers and executives ask themselves regularly.

Perhaps a more perplexing question is why someone who is successful selling in one job is a complete failure in another, or vice versa. Is there a way to dramatically increase your odds that someone will succeed in a sales role?

This 1-hour webinar addresses many of these issues, educating participants on how to:

• Discuss why salespeople are successful in some positions and not in others
• Review the core competencies that predict sales success
• Discover why competencies by themselves are not enough
• Learn how competencies, sales style and sales drivers combine to form a complete profile for salespeople
• Learn how to use a complete profile and employee assessment to select and develop your salespeople

Originally presented in April 2013

Brandon Hall Presents: Using Psychological Employee Assessments to Uncover Your Safety “Blind Spots”

What if you could learn something new about yourself that puts you at risk every single day, no matter where you are? As an employer, what if your employees could know the one unique “blind spot” that doubles their exposure to injury on the job?

Rachel Cooke, COO at Brandon Hall Group, and Matt O’Connell, Ph.D., EVP & Co-founder of Select International, discuss how employee assessments can be used for both selection and individual development to facilitate an understanding of the personal factors that contribute to unsafe behavior.

Originally presented in January 2013