The KellyConnect® team incorporated Logi-Serve’s Triangulation Science™ with its process to screen candidates for a home-based agent call center program. The study yielded significant, quantifiable results in the alignment and speed of assessing and selecting candidates who have the aptitude to be successful in at-home sales and service positions.
“Logi-Serve has embraced the latest concepts in behavioral screening and their methodology is cutting edge. Throughout the course of a year, we recruit a large number of candidates to meet the demand for our clients’ virtual contact center programs. Partnering with Logi-Serve has improved our candidate screening and selection process in that we are able to identify and place candidates more efficiently and with a propensity to succeed in a sales and service environment, all at a level higher than the industry standards,” said Jeff Christofis, Vice President, KellyOCG.
Highlights of the study include:
“KellyOCG is one of the most seasoned outsourcing firms and has an exceptionally high bar for success. For Logi-Serve to partner with them and contribute to raising that bar even higher demonstrates that our world-class testing capabilities are truly breaking new ground within the industry,” said Eric Krohner, chief executive officer, Logi-Serve.
To learn more about the study:
Logi-Serve, KellyOCG, and Bersin by Deloitte are hosting a webinar Using Talent Analytics to Maximize Your Recruiting Strategy on January 28, 2015. Click here for details.
Logi-Serve is rapidly distinguishing itself as the market’s leading assessment innovator for companies seeking to predict customer service ability, enhance customer experiences, increase sales and build a culture of sales and service excellence. Through patent pending science and tools that pose questions based on story-boarded scenarios, its use of advanced response gathering technology and a validated competency framework, Logi-Serve offers the market’s most direct link to predicting and shaping business outcomes.
KellyOCG® is the Outsourcing and Consulting Group of workforce solutions provider, Kelly Services, Inc. (NASDAQ: KELYA, KELYB). KellyOCG is a global leader in innovative talent management solutions in the areas of Recruitment Process Outsourcing (RPO), Business Process Outsourcing (BPO), Contingent Workforce Outsourcing (CWO), including Independent Contractor Solutions, Human Resources Consulting, Career Transition and Executive Coaching & Development, and Executive Search.
KellyOCG was named to the International Association of Outsourcing Professionals® 2014 Global Outsourcing 100® list, an annual ranking of the world’s best outsourcing service providers and advisors. Further information about KellyOCG may be found at kellyocg.com.
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January 28, 2015
01:00 PM-02:00 PM EST
Make your reservation here.
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Join this webinar to learn:
Vice President, Benchmarking & Analytics Research
Bersin by Deloitte
Karen O’Leonard leads the talent analytics and benchmarking practice at Bersin by Deloitte. She is the author of the Factbook series, Bersin by Deloitte’s popular benchmarking studies in human resources, leadership development, learning & development and talent acquisition. Her more recent work involves identifying the key drivers of successful talent analytics teams, which has served as the basis for a set of research and tools that enable organizations to assess and improve their analytics capabilities. In addition, Karen has led several studies over the past year on leadership development practices in China. Prior to joining Bersin, Karen spent 15 years in research, product management, and corporate strategy for Silicon Valley companies Apple, Sun Microsystems, and eBay. With an M.B.A. degree and concentration in Quantitative Methods from Drexel University, Karen brings a solid background in research design and data analysis, together with a keen understanding of business issues, to her work at Bersin.
Dr. Chris Cunningham
Chief Science Officer
Chris serves as a UC Foundation Associate Professor and graduate faculty member in the Department of Psychology at the University of Tennessee at Chattanooga. He is also an Adjunct Clinical Assistant Professor for research in Internal Medicine at the University of Tennessee College of Medicine-Chattanooga. He teaches organizational and occupational health psychology, organizational development and change, and quantitative/qualitative research methods in the university’s graduate program in Industrial-Organizational psychology. Chris is Chief Science Officer for Logi-Serve, and the primary consultant for client measurement services at The Solution Group. He is involved with multiple healthcare industry research projects that seek to improve health and well-being for providers at work, as well as efficiency on the job.
Vice President, Quantitative Modeling & Operations Research
Lawrence has over twenty years of technical and project management experience developing and implementing quantitative models to improve the quality of corporate decision making. He has applied these skills to a wide array of challenging problems, including reducing risk in a complicated biotech supply chain, and developing money-saving fuel inventory policies for electric utilities.
The defining features of Lawrence’s approach consist of framing decision problems and their elements carefully and clearly, applying the best quantitative tool for the problem at hand, and then communicating results in a simple and eloquent manner.
Lawrence has also taught corporate courses in decision analysis and real option valuation. He earned his undergraduate degree in Mathematics from Brown University, and a master’s in Operations Research from Stanford University.
Vice President, RPO Practice Lead – Americas
An accomplished, entrepreneurial Human Capital Executive possessing the ability to lead diverse teams of professionals to achieve success within a variety of competitive industries, markets and functional areas. Strong operations, technical, and human capital experience complements a 25 year track record designing, developing and executing large-scale human capital programs, processes, and services in response to organizational change. Successfully manages executive-level strategic planning as a catalyst for scoping and executing business process, work redesign and human capital requirements that deliver sustainable results.
Responsible for leading the Americas RPO team to achieve new growth targets while expanding current client relationships and business opportunities. This includes managing and accelerating Kelly’s RPO brand and market position through effective thought leadership as well as working with operational business partners to ensure service delivery models and innovative solutions reflect the current and future needs of our clients.]]>
The research piece – excerpted in a lengthy piece on the Forbes website – is entitled “The Top 10 Disruptions in HR Technology: Ignore Them At Your Peril.” It reflects Bersin’s work tracking more than 100 new startups in social and referral recruiting, talent analytics, assessment science, online learning, and mid-market core HR systems.
“As money comes to HR technology, so do new ideas and smart people. We are seeing one of the most innovative times ever in the HR technology market,” Bersin writes.
He cites Logi-Serve as a prime example of one the 10 disruptive trends he has identified, a force he describes as the evolution of leadership, assessment and psychology with the rise of Big Data.
“Just as disruption has taken place in core HR software, a set of disruptive assessment solutions is emerging,” he writes. Logi-Serve, he notes, is among these leading new vendors.
He describes the two-year-old firm as having “the potential to disrupt the assessment market, and give us ways to assess everyone in the company using a combination of data, gamified tools, and social information.”
Bersin is the founder and principal at Bersin by Deloitte, a leading provider of research-based membership programs in HR, talent and learning, with hundreds of major companies using its strategies.
Logi-Serve is rapidly distinguishing itself as the market’s leading innovator for companies seeking to predict customer-service ability, enhance customer experiences, increase sales and build a culture of sales and service excellence. Its patent-pending assessment tool poses questions based on story-boarded scenarios, and scores results using triangulation science. The result is the market’s most direct link to predicting and shaping business outcomes.
Below is an excerpt from the article on the topic of Science of Leadership, Assessment, and Psychology:
A large and very traditional part of HR is dedicated to industrial and organizational (I/O) psychology. This industry (dominated by PhDs with backgrounds in statistics, organizational development, and psychology) has brought us many of the most powerful assessment and leadership development solutions in the world.
Nearly every major leadership development and assessment company (Including leaders like Korn Ferry / PDI, DDI, SHL, Wiley, and hundreds of others) is now sitting on years of data about leadership, sales skills, employee performance, and the power of personality. Almost all of these companies have been acquired and are now in the hands of larger companies. Why the convergence? A lot of these assessment and I/O science tools seem to be the same. Buyers simply cannot differentiate between the tools, so the market looks commodity-like. (We’re not saying that it is, but it “feels” that way.)
New vendors are now trying to build assessment solutions based on “real-time Big Data,” rather than core psychological models.
Just as disruption happens in technology markets, a new set of disruptive assessment solutions is emerging. New vendors are now trying to build assessment solutions based on “real-time Big Data,” rather than core psychological models. Many of these companies may start with the Big Five personality traits (a public domain personality model), but then quickly build tools to collect social data, peer assessment data, and behavioral data that expand the world of assessment. These new vendors are not only smart psychologists, but also data scientists—so they may find performance-driving characteristics we never previously considered.
Some of these companies include Evolv, Good.co, IBM / Kenexa, Kaisen, job Fig, Roundpegg, Logi-Serve, and others. They are bringing together traditional assessment with Big Data and what one may call “social sensing”—to better understand the relationship between skills, personality, and organizational culture. While most of these companies are still relatively small, they have the potential to disrupt the traditional market for prehire and leadership assessments, as well as give us ways to assess everyone in the company using a combination of data, gamified tools, and social information. Given the tremendous focus on work-life balance and better work environments, new tools that help us to manage our own health and work-life balance are emerging as well.
All of these Big Data, science based tools that assess our behavior and personality are becoming a major new industry within HR.
You can read the full article here: http://www.bersin.com/uploadedFiles/100814-disruptions-final.pdf
Hersch Krohner enters the HCM technology industry with an array of talents that stem from an advanced background in philosophy, law, and classical texts. Hersch spent the last 4 years at BMG College, an elite East Coast school where among his studies he gained experience in debate, critical thinking and communication. In his role at Logi-Serve he will be involved in various activities including lead generation, sales, digital marketing and advertising campaigns.]]>
Greg Caplan is Director of Sales at Logi-Serve. He has been in the SaaS world for fifteen years including a decade of experience selling Applicant Tracking Systems and Talent Sourcing products. Greg helped both Taleo Business Edition and Jobvite grow from virtually unknown entities to products used globally today. Most recently at Jobvite, Greg was instrumental in helping the company grow from 15 customers to 1600+. Greg’s customers included National Semiconductor, Lands’ End, and Netflix. Greg has a strong focus on helping companies select and purchase software that will profoundly impact the culture and quality of hire for lasting business results.
Greg holds a Bachelor of Arts degree in International Relations from Boston University.]]>
Bruce is a Professor of Management at the School of Hotel Administration. Since joining the faculty in 1992, he has taught courses in human resources management for undergraduate, graduate, and executive audiences throughout North America, Europe, the MEA, and Asia. Bruce’s research examines a wide range of strategic and operational HR topics, including the impact of training initiatives on unit and firm performance, employee retention, employment law, and leadership. He has presented his work at numerous regional, national, and international conferences, and his research has been published in diverse outlets such as the Journal of Applied Psychology, the Cornell Hospitality Quarterly, and the University of Pennsylvania Journal of Labor and Employment Law. Bruce’s sponsors for research and consulting include Four Seasons, Hilton, Mövenpick, Uno Chicago Grill, and Wynn Resorts, and he has been cited in USA Today, the New York Times, the Orlando Sentinel, and other popular press outlets. Bruce is also an Associate Editor and the former Editor of the Cornell Hospitality Quarterly, and serves as a Vice President for the International Network of Business and Management Journals.
Bruce enjoys spending time with his wife Jessica, son Peyton, daughter Adelaide, and two Boston Terriers, Rocco and Sachi. As a Colorado native, he loves the outdoors – hiking, skiing, climbing, birding, and similar pursuits. He also plays bass guitar in a local rock-and-roll cover band.]]>
Logi-Serve is one of just four companies recognized in the annual report, published by Gartner, the world’s leading IT research and advisory firm. Gartner identifies “Cool Vendors” each year; the field of Human Capital Management Software, like all others, is judged on three criteria: innovation, impact, and intrigue.
According to Gartner, “This research showcases innovations in adaptive learning, talent assessments, operations and workforce intelligence, and digitized HR document management. HR and HR IT leaders should look beyond their traditional vendors for innovations in human capital management software.”
Eric Krohner, Founder and CEO, of Logi-Serve, said: “Gartner combs the world for innovative companies to be included in its Cool Vendor survey and Logi-Serve is honored to be recognized. We believe Gartner’s analysis clearly shows that Logi-Serve is a potentially disruptive force in one of industry’s most important fields.”
Logi-Serve offers a unique system for organizations to screen and develop individuals who excel in universally valued business competencies. In addition to Gartner’s “Cool Vendor” recognition, the company has been recognized as ground breaking for its scientific rigor, Triangulation Science™ testing methodology, immersive and visual user experience, financial impact alignment, and reporting insights by many industry analysts and experts including Josh Bersin, Dr. Dan Biddle and Dr. J. Bruce Tracey from the Cornell University’s School of Hotel Administration, to name a few. To date, Logi-Serve has been selected by leading corporations across retail, hospitality, financial services, call centers, automotive, healthcare, transportation, supply chain, business and government services.
Logi-Serve is rapidly distinguishing itself as the market’s leading assessment innovator for companies seeking to predict customer service ability, enhance customer experiences, increase sales and build a culture of sales and service excellence. Through patent pending science and tools that pose questions based on story-boarded scenarios, its use of advanced response gathering technology and a validated competency framework, Logi- Serve offers the market’s most direct link to predicting and shaping business outcomes.
For more information view the Logi-Serve website at www.logi-serve.com, email firstname.lastname@example.org or call 1 (800) 698-0403.
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Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.
¹Gartner “Cool Vendors in Human Capital Management Software, 2014” by Yvette Cameron, Ron Hanscome, and Jeff Freyermuth, 02 May 2014.
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Logi-Serve’s visual storyboarding platform and business analytics system enables organizations to achieve and maintain sales and service excellence. PeopleAssessments online testing enables its global customers to improve sales and service quality and ensures managers and leaders have the aptitude to perform and lead the organization.
“The marketplace will benefit from the outstanding science and technology platform that Logi-Serve has pioneered for accurately predicting an individual’s ability to provide quality customer service and sales as well as predict customer experiences,” said PeopleAssessments Chief Scientist, Dr. Tom Janz. “Service excellence is key to the future of the business world. It is the main reason that companies earn and retain customers and Logi-Serve brings a laser-like focus to this area. This new tool is complementary to our own mental ability, safety and behavioral interviewing assessment products which are based on predictive science to provide strong business value.”
Logi-Serve simulates real-life workforce situations that predict key competencies to improve the process of selecting and developing employees. This generates a pool of talent for seeding, training and building a performance improvement culture, which helps grow an organization’s bottom line and increases customer loyalty and satisfaction.
“Logi-Serve is delighted that Dr. Janz and his team will help bring Logi-serve to market,” said Eric Krohner, president and CEO, Logi-Serve. “PeopleAssessments solution is based on strong psychometric experience and rigor. We have the utmost respect both for Dr. Janz’s commitment to helping his clients and the extent of his network of contacts to expand our market reach and generate revenue for both companies.”
Logi-Serve is rapidly distinguishing itself as the market’s leading assessment innovator for companies seeking to predict customer service ability, enhance customer experiences, increase sales and build a culture of sales and service excellence. Through patent pending science and tools that pose questions based on story-boarded scenarios, its use of advanced response gathering technology and a validated competency framework, Logi-Serve offers the market’s most direct link to predicting and shaping business outcomes. To learn more visit: www.logi-serve.com
PeopleAssessments provides assessment solutions for companies that want to hire better people, faster, for less total cost. They balance commitment to science-based best practices with a passion for leveraging the power of the web. PeopleAssessments.com has recently released its Leadership Team Services to bring the power of People Science to making sure that the right people are driving the bus, and that they make the best use of all of their strengths to help each other create a Championship Team, not a team of leaders who are champions in their own mind.
Learn more about PeopleAssessments http://peopleassessments.com/]]>