Traditional psychological assessments have existed for more than 100 years, and scientists have painstakingly studied and refined them. However, the computing and Internet revolutions of the last 20 years have dramatically altered what is possible with assessments. Instead of being limited by questions that can be asked on paper and the need to secure a student sample of respondents, we now have the ability to rapidly prototype and trial any manner of creative assessment techniques with vast samples of job applicants. Moreover, rather than ask candidates what they would do in certain situations, we have the ability to place them in those virtual situations and observe what they actually do.
Dr. Eric Sydell has over 13 years of experience working as a human resources consultant. He has held positions with both SHL and DDI, two of the largest international human resources consulting firms. As Vice President of Research and Innovation at Shaker Consulting Group, and one of its founding members, he works with clients to determine human resource management strategies that support business objectives. Eric’s passion is in showing the links between human characteristics and business results and in helping clients to realize the enormous extent to which people drive organizational success. Eric has conducted human capital projects at the corporate, division, and field-operating levels for a number of Fortune 500 and mid-sized organizations, including AAA, Amerigroup Corporation, Bank of America, Green Mountain Coffee Roasters, Inc., the State of Arizona, Sherwin-Williams, and Wegmans Food Markets, Inc. Eric received his Ph.D. and M.A. in Industrial/Organizational Psychology from the University of Akron, and his B.A. in Psychology from James Madison University.
Marc Wenzel, Ph.D.
PTC/MW thanks GMU's Industrial-Organizational Psychology Student Association (IOPSA) for their continued support in organizing and hosting our monthly luncheons and workshops.