Looking to fix the broken model of attracting, selecting, and retaining talent in 2023? Then do we have an event for you! 

“Stop Scaring Away Amazing Talent” is an expert-led 15dots webinar that is ideal for HR leaders, operations managers, project managers, and hiring professionals. The webinar, from 10:00-11:00 a.m. CST Thursday, Jan. 26, is co-sponsored by Green Bay Innovation Group, a business-to-business consortium of manufacturers in Northeast Wisconsin.

Job hopping is an epidemic, especially among younger workers. To retain employees, savvy HR leaders treat new hires like flight risks. What makes new employees stick beyond their 90-day probation? Phenomenal onboarding. Scott Valitchka explains what HR leaders need to know to get new hires to Day 91.

It’s possible to consistently run an employee selection system at a yield that provides a nine in ten chance of success. If winning in the marketplace is tied to the talents and abilities of people on the team, who wouldn’t want such a guarantee?

What happens when organizations use tests with low validity (e.g. personality style assessments) to make employee selection decisions that have long-term consequences for an organization?

Looking to fix the broken model of attracting, selecting, and retaining talent in 2023? Then do we have an event for you! 

“Stop Scaring Away Amazing Talent” is an expert-led 15dots webinar that is ideal for HR leaders, operations managers, project managers, and hiring professionals. The webinar, from 10:00-11:00 a.m. CST Thursday, Jan. 26, is co-sponsored by Green Bay Innovation Group, a business-to-business consortium of manufacturers in Northeast Wisconsin.

Job hopping is an epidemic, especially among younger workers. To retain employees, savvy HR leaders treat new hires like flight risks. What makes new employees stick beyond their 90-day probation? Phenomenal onboarding. Scott Valitchka explains what HR leaders need to know to get new hires to Day 91.

It’s possible to consistently run an employee selection system at a yield that provides a nine in ten chance of success. If winning in the marketplace is tied to the talents and abilities of people on the team, who wouldn’t want such a guarantee?

What happens when organizations use tests with low validity (e.g. personality style assessments) to make employee selection decisions that have long-term consequences for an organization?