Tom brings over two decades of leading edge HR solutions experience and expertise partnering with strategic thinking organizations in their selection and implementation of enterprise talent management tools and solutions. Most recently he has served as Enterprise Business Development Manager for CEB within their SHL Talent Measurement group helping organizations make better people decisions through the use of talent assessment tools. His background includes senior sales roles at ADP, PeopleFluent (formerly Authoria), Successfactors, Softscape and Vurv/Taleo where he worked with organizations helping them ensure appropriate solution choice, alignment and execution in support of their overall talent strategy.]]>
It takes more than pre-hire screening and post-hire development, however, to build and maintain the highest quality workforce. Even the best employees will leave if they do not fit within a particular organizational context or feel that the job they had initially applied for is not the one they are actually doing once hired. This being the case, there is an equally important third method for organizations to incorporate into their employee life-cycle management practices: Ensuring that job-seeking candidates have clear and accurate expectations of what it will be like to serve as an employee in the organization’s actual work environment.
Substantial social and behavioral science research highlights the importance of expectation-setting for job seekers. Whether their expectations are met becomes a critical factor influencing actual employees’ long-term success, engagement, and tenure. When job seekers’ expectations of a position and an organization are met, the stage is set for a long-lasting, positive relationship. When such pre-hire expectations are not met, the likely outcome is dissatisfaction, limited tenure, and sup-optimal integration of the new hire into the organization.
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Alex has experience designing and providing specialty software solutions and technical consulting to businesses. Previous projects include a time and cost saving ballistic impact simulator, and internal risk calculation software.
Alex brings experience working with both test-driven development and rapid application deployment methodologies, as well as a history of working with dynamic virtualization and cloud-based deployment solutions.]]>
Stephanie holds a Master of Arts in Industrial Organization Psychology from Wayne State University. With experience in organizational development, talent acquisition, and market research, Stephanie brings a dynamic and scientific perspective to the Client Services team.In her role as Director, Client Services, she manages the delivery of Logi-Serve products and services, implementation efforts, and client accounts while providing on-going support for internal development initiatives]]>