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?

“Why do robust employee selection systems need to be based on the use of sound practices and established principles?”

A client once asked me, “What is selection decision-making really about?” I replied, “Discrimination.” He said, “That’s a rather harsh term, isn’t it?”

The demand for rigorous selection remains high despite the fact that I have worked for almost 40 years refining, designing, and installing the Nowlin Selection™ Process in many organizations.

Late in 2018, I joined an incredible team with a vision and skill set that helped revitalize and rebrand the Nowlin Selection™ Process as the 15dots Selection™ Process to 15dots. I was on fire with this new set of partners.

I am excited by the opportunity to enable organizations large and small to elevate, ah heck, revolutionize, their employee selection success.