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  • Service excellence is key to our business and to our industry. We selected Logi-Serve to help us achieve the best guest services possible.

    Sterling Brown, VP of HRSt. Giles Hotels

  • Logi-Serve brings scientific rigor, innovation and flexibility to ensure we identify outstanding employees who live up to our purpose and values.

    Loren Kennedy, VP of HRWorld Travel Holdings

  • Logi-Serve has taken assessment science to a new level of insight.

    JoAnne Kruse, Chief HR OfficerAmerican Express GBT

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    Kris Johnson, VP FitnessIn-Shape Health Clubs

  • Logi-Serve brings scientific rigor, innovation and flexibility ... to delight our customers at every encounter.

    Jonathan Canger, VP Global TalentMarriott Vacations Worldwide

  • Logi-Serve offers a scientific, state-of-the-art customer service predictor that we believe will be an important part of our talent acquisition strategy.

    VP Global Talent DevelopmentAmerican Express GBT

  • We selected Logi-Serve because it can enable us to efficiently achieve our service goals and delight our residents.

    Aviva Senior Life

  • Service excellence is key to the future of the dealership business model, and Logi-Serve brings a laser-like focus to this area.

    Pieter Van Rosmalen, Global VPMSXI

  • HR and business leaders should evaluate Logi-Serve.

    Ron Hanscome, Research VPGartner

  • The Logi-Serve Assessment provides an objective way to tease out the secret chemistry that exists in high-performing employees.

    Carl Bennett, PrincipalDeloitte Consulting

  • Logi-Serve is providing very good reporting as well as a solution set that is helping improve business performance over time.

    Rob van Rijswijk, Director Business DevelopmentMSXI

Improving the Candidate Experience with Prehire Assessments: A Formula for Success

Presenters:

  • Kim Lamoureux, Vice President, Leadership & Succession Research, Bersin by Deloitte, Deloitte Consulting LLP
  • Dr. Charles Handler, Executive Scientist, Logi-Serve, LLC

Abstract:

No successful business would dream of intentionally alienating a new customer in their first encounter. So, why do companies routinely disaffect potential employees – whom they consider their most important resource – by subjecting them to an unpleasant application and screening process?

Given the difficulty of recruiting top-notch workers in today’s workplace, it makes little sense that the assessment phase so often goes wrong. The candidate review process often involves a lengthy application procedure, followed by an equally lengthy, automated assessment that is dry, impersonal and monotonous. All too often, candidates drop out before they complete the process – and often have a sharply diminished perception of the brand they aspired to work for. It doesn’t need to be this way.

In this webinar, the presenters will provide insights into strategies for turning the prehire assessment into a positive opportunity – one that enhances a candidate’s view of the brand and builds their excitement for the job for which they are applying.

Specific topics that will be covered include:

  • The disconnect that exists between job seekers’ expectations and the reality they confront in the hiring process.
  • Creating a pre-hire assessment process that is engaging and can be readily rolled out across an entire organization.
  • The rewards that can be realized from a quality assessment process.

Charles Handler
Executive Scientist
Logi-Serve, LLC

Dr. Charles Handler is a thought leader, analyst, and practitioner in the talent assessment and human capital space. He presently serves as Executive Scientist at Logi-Serve, a talent assessment company that leverages selection science and technology to help clients deliver direct and quantifiable returns through their employee selection processes. Before joining Logi-Serve, Dr. Handler spent 12 years as the president and founder of Rocket-Hire, a vendor neutral consultancy dedicated to creating and driving innovation in talent assessment. Through his work with Rocket-Hire Dr. Handler helped companies such as Intuit, Wells Fargo, KPMG, Scotia Bank, Hilton Worldwide, and Humana to design, implement, and measure impactful employee selection processes. His work with Rocket-Hire and his prior positions as a psychometrician, systems consultant, product developer, and industry analyst provide Dr. Handler with the experience and ability to see both the big picture and the technical details required to create effective, legally defensible employee selection systems. Through his prolific writing for media outlets such as ERE.net, his work as a pre-hire assessment analyst for Bersin by Deloitte, and worldwide public speaking, Dr. Handler serves as a futurist and evangelist for the talent assessment space. Dr. Handler holds a M.S. and Ph.D. in Industrial/Organizational Psychology from Louisiana State University.

 

Kim Lamoureux
Vice President, Leadership & Succession Research
Bersin by Deloitte

Kim Lamoureux has more than 20 years of professional experience in talent management, with a primary focus on leadership development, succession planning and talent acquisition. She leads Bersin by Deloitte’s Leadership Development research practice. In this capacity, she is responsible for setting research priorities, overseeing all research initiatives, and aligning research with membership needs. Kim also helps clients to solve their most complex leadership challenges, including leadership strategy, leadership and executive development, high potential identification, leadership assessment, career management, succession management, and talent mobility. With more than 200 works published, Kim is a recognized thought leader in the leadership development industry and a frequent speaker at key industry events. Prior to joining Bersin, she held several talent and development management positions throughout her 13-year career as a practitioner at Textron Inc., a $12 billion global multi-industry manufacturer and service provider.

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