2023 LEC Speakers


2023 LEC logo


LEC Session Speakers

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Dennis Adsit

Dennis has been helping leaders, teams, and organizations achieve breakthrough results for 35 years.
He’s spent his entire career finding and mining untapped opportunities. He was a behavioral economist before the term existed, was on the cutting edge of the Six Sigma movement, saw the incredible, untapped opportunities in call centers, and now focuses on developing high performing teams and helping transitioning executives build trust and momentum during their First 100 Days.
He is the founder of Adsum Insights, an executive coaching firm. He has developed leaders and teams at Apple, Amazon, Google, Oracle, Twilio, Unity Software, Databricks, J&J, Kite Pharma, BlackRock, and many more.
Dennis was previously SVP of Operations at Intuit. Before that he was the Six Sigma practice leader at Aon Consulting. He started his career in OD/HR at Honeywell Information Systems.
He was adjunct faculty at Northeastern University, where he taught courses on Leadership and HR Management in the MBA program. He also served as a mentor for ten years with Women Unlimited.
Dennis has an Executive MBA from Stanford University, a Ph.D. in I/O Psychology from the University of Minnesota, and a BS in Mathematics & Psychology from Bowling Green State University.


Why is Teambuilding Ability the Runt of the Leadership Effectiveness Litter?

Almost all results produced in organizations are produced by teams. But the ability to build high-performing teams is missing from our most critical HR levers. This presentation describes how to measure team building ability and how team assessment can help build a high-performing teams culture.

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Kristin Allen

Kristin Allen is an Associate Director, Psychometrics on the Science team at SHL, a global leader in HR technology and psychometric science. With more than 13 years of experience in talent assessment, Kristin leads a team of Scientists who develop, validate, and maintain psychometric assessments. Kristin also leads a global research program through SHL Labs focused on defining evidence-based best practices for assessing neurodiverse talent. This research program involves collaboration with academic research partners and client partner organizations to explore how neurodiverse individuals experience a range of assessments in terms of both performance and reactions. These joint research teams embed the perspective of the neurodivergent community in all aspects of designing studies, collecting data, analyzing results, and suggesting best practices in talent assessment related to assessment content and design, technology, and inclusive organizational practices. Prior to joining SHL, Kristin worked as a Human Capital Consultant at PDRI. Kristin received her Ph.D. in Industrial/Organizational Psychology from Florida International University and was named a SIOP Scholar in 2012.


Evidence-based best practices for Autistic-inclusive assessments: The value of reactions in neurodiversity research

This presentation aims to raise awareness about the important impact of reactions research in building inclusive talent assessments for the Autistic community. Study results investigating the reactions of Autistic individuals to various assessments will be presented. Perspectives of the Autistic community in defining talent assessment best practices will be highlighted.

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Kyana Beckles

Kyana is a social entrepreneur; the Founder of Leverage Assessments, a job testing company, specializing in credentialing development, maintenance and administration for Associations.

Kyana holds a Master’s Degree in Industrial Organizational Psychology from the University of Maryland Baltimore County and got her start in testing supporting the development of Promotional Exams for Police Departments.

Kyana is an expert on credentialing, certification development, accreditation, diversity, remote proctoring, new certifications and professional development support for Industry Groups and Associations. She has worked with NYC Police Department, NYC Department of Education Human Resource Administration, FITSI, PICC Excellence, and EAPA.



Consider This: Guidance for Increasing Fairness for Underrepresented Groups

This presentation will provide guidance for increasing fairness for underrepresented groups in the test development process and maximizing potential for candidate diversity. Topics will include item sensitivity procedures, inclusion of underrepresented individuals in the test development process, and ways of examining diversity outcomes of testing procedures.

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Damon Bryant

Dr. Bryant is an Assistant Professor of Psychology in the Graduate Program in Psychometrics at Morgan State University. He is a Harold Gulliksen Psychometric Research Fellow and former Research Scientist within The Foundational Psychometrics & Statistical Research Group at The Educational Testing Service. Dr. Bryant is currently a Department of Defense/HBCU Faculty Fellow. He has published in top-tier psychometric journals such as Psychometrika, Applied Psychological Measurement, and The International Journal of Testing.


Potential for Bias in Computer Adaptive Testing

This presentation highlights the potential for bias in computer adaptive testing (CAT). Psychometric models used to facilitate CAT are presented. The strength of some statistical models used to detect bias are reviewed, and caveats are given relative to certain CAT methods. Experiences of bias in large scale CAT are discussed.

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Mark Burnard

Mark Burnard is a Human Resources Analyst in the Culture and Employee Engagement Team at MasTec, Inc., a multinational infrastructure engineering and construction company based in Coral Gables, Florida. In his current role, he is involved in collecting, analyzing, and reporting on employee engagement and turnover data to help inform the company’s people strategy. He completed his I-O psychology internship in Lockheed Martin’s Career and Competency Team. In this internship, he contributed to competency modeling efforts and career development training programs. He is currently a Ph.D. candidate in I-O psychology at Florida International University’s Healthy Work Lab, with his graduate research focusing on occupational health psychology and neurodiversity. His thesis investigated the effects of the physical and psychosocial workplace factors on the attitudes and well-being of autistic employees, leveraging mixed methods. At FIU, he actively participated in various student leadership roles, serving as the Graduate Student Program Representative for the Graduate Education Committee and the Graduate Student Health & Wellness Committee. In these roles, he played an integral part in surveying student interests and concerns, developing a departmental diversity statement, and organizing workshops and resources to support student well-being.

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Richard Chambers

Richard Chambers, Ph.D. is a Talent Director at General Mills where he leads the global assessment practice and talent management teams for Supply Chain and R&D functions. With a passion for developing and deploying effective talent and assessment strategies, Richard works closely with HR Business Partners to activate global talent processes and accelerate the development of top talent within the organization. With over a decade of experience in talent management, Richard has demonstrated expertise in leading teams and implementing a wide range of talent practices. He has played a pivotal role in creating, evolving, and activating comprehensive talent strategies that drive organizational success. Prior to his current role, Richard worked in PepsiCo's Organizational Development CoE. Richard's academic journey led him to earn a doctorate in Industrial and Organizational Psychology from Louisiana Tech University. Throughout his career, he has shared his research and insights by publishing practitioner and scholarly articles, as well as presenting his findings to audiences at conferences such as the Society for Industrial and Organizational Psychology (SIOP), American Psychological Association (APA), and Midwestern Psychological Association (MPA).


Accelerating Development of Associate Managers in Manufacturing: A Case Study on Assessments, Coaching, and Programing

This case study explores how assessment, coaching, and virtual instructor-led programing expedited the development of associate managers for critical manager level manufacturing roles. It examines the alignment between talent and assessment strategies, highlights specific actions taken, and shares participant feedback and outcomes.

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Alexis A. Fink

Alexis A. Fink, PhD., has spent 2 decades leading Talent Analytics, Talent Management and large scale organizational change teams at leading global organizations, including Meta (Facebook), Intel and Microsoft. In her practice, she had addressed leadership assessment and succession planning, sophisticated internal research projects, management development, culture and employee value proposition, employee surveys, acquisition integration, process improvement, strategic workforce planning, people analytics data and tooling solutions, and major IT implementations.

Across multiple organizations and domain spaces, Alexis has brought a powerful focus on driving efficiency, effectiveness and impact, working integratively with other disciplines to achieve business results. An effective and experienced global organizational leader herself, she has been able to practice what she preaches, building high performance organizations that incorporate professionals from widely diverse backgrounds.

Alexis earned her BA in Psychology at DePauw University, and her MS and PhD in Industrial/Organizational Psychology at Old Dominion University. She is the incoming President-Elect for SIOP, a SIOP Fellow and recipient of the 2019 SIOP Distinguished Service Award. She has served as chair of technical conferences and professional consortia. In addition to being a leading practitioner, she has approximately 100 publications and professional presentations.


View from the trenches: The Promise, Perils and Path Ahead on Assessment in Organizations

This keynote will address some of the factors pushing and pulling on the use of assessments in organizations today. She’ll address the role assessment as part of a broader People Analytics function, considering both emerging and established approaches, and how to think about integrating assessment in our current environment.

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Nathaniel Glasser

As the workforce rapidly changes, companies seeking to resolve employee concerns while also complying with employment laws turn to attorney Nathaniel Glasser, an astute workforce compliance counselor with a litigator’s mind and experience.

Nathaniel’s relatable and practical approach has made him a highly sought-after advisor to businesses adjusting to today’s greatest challenges, including COVID-19, artificial intelligence (AI), and cannabis and drug testing. He co-leads Epstein Becker Green’s COVID-19 Compliance practice group and has worked with a variety of clients to address the changing workplace during the pandemic. As a co-leader of the firm’s AI practice group, he advises clients on how to maximize the benefits of AI in recruitment and selection while minimizing potential risks.

Whether he’s addressing discrimination and retaliation claims, wage-and-hour concerns, whistleblower complaints, or trade secret and employee mobility issues, Nathaniel handles the situation with a sensitivity to its impact on his clients’ business operations and the individuals involved. He also provides workforce compliance counseling, handles employment-related litigation, conducts internal investigations, and performs employment-related due diligence in advance of company transactions.

Companies in the health care, telecommunications, financial and professional services, retail, and hospitality industries regularly call on Nathaniel to manage all facets of the employment relationship within their workforces. An avid runner, who has raced in over a dozen marathons and has taken up ultra running during the COVID-19 pandemic, Nathaniel helps clients take practical steps that lead to a successful future.

Following law school, Nathaniel was a clerk for the Hon. William G. Bassler of the U.S. District Court for the District of New Jersey (2004 to 2005).

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Eden King

Dr. Eden King is the Lynette S. Autrey Professor of Industrial-Organizational Psychology at Rice University where she is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. This research– which has yielded over 100 scholarly products and has been featured in outlets such as the New York Times, Good Morning America, and Harvard Business Review– addresses three primary themes: 1) current manifestations of discrimination and barriers to work-life balance in organizations, 2) consequences of such challenges for its targets and their workplaces, and 3) individual and organizational strategies for reducing discrimination and increasing support for families. In addition to her scholarship, Dr. King has partnered with organizations to improve diversity climate, increase fairness in selection systems, and to design and implement diversity training programs. She has served as President of the Society for I-O Psychology and is currently co-Editor of the Journal of Business and Psychology.

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Nick Koenig

Nick Koenig, Ph.D., is the Director of Global Selection and Assessment at Walmart where he leverages his expertise in selection and AI to improve the candidate experience and develop fair and valid selection systems that touch over 5 million candidates per year. Prior to this role he was the Director of Data Science at Modern Hire where he developed over a dozen state of the art multi-lingual LLMs for competency-based automated decision-making. Nick is also a frequent author on topics such as AI and ML applied to selection with several recent publications in Personnel Psychology and the Journal of Business Psychology on the topic. He received his B.A. from the University of Missouri-Columbia and his Ph.D. from the University of Central Florida.


Automating the Experts: The Development and Application of AI in Selection

This presentation will focus on the development and application of AI technology in Assessment Centers (ACs) and Asynchronous Interviews. A conceptual framework is proposed that blends job-relevance with state-of-the-art large language models (LLMs). Finally, methods for exploring model explainability of these models will be discussed.

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Richard N. Landers

Richard N. Landers, Ph.D., is the John P. Campbell Distinguished Professor of Industrial-Organizational Psychology at the University of Minnesota. He is Principal Investigator for TNTLAB (Testing New Technologies in Learning, Assessment and Behavior), where he studies innovative technologies like games, gamification, machine learning, artificial intelligence, and virtual reality, as used in psychometric assessment, employee selection, adult learning, and research methods. He is a Fellow of SIOP, APA, and APS.

His work appears in psychology journals, including American Psychologist, Journal of Applied Psychology, Journal of Business and Psychology, Industrial and Organizational Psychology Perspectives, and Psychological Methods, and in interdisciplinary human-computer interaction outlets, including Computers in Human Behavior, International Journal of Human-Computer Studies and Simulation & Gaming. He currently serves as associate editor for the International Journal of Selection and Assessment, and in board roles for Journal of Applied Psychology, Journal of Business and Psychology, and Personnel Assessment and Decisions.

Dr. Landers maintains connections with industry, the media, and I-O practitioners. He is featured in the popular press, such as Forbes, Business Insider, and Popular Science, and he regularly consults as president of Landers Workforce Science LLC (https://landers.tech), primarily by auditing employee hiring systems incorporating artificial intelligence and machine learning.


The Use of GPT and Other Large Language Models for Drafting and Scoring Assessments

“Large language models" (LLMs) like ChatGPT and Bing AI are now seemingly capable of "understanding" unstructured text. In this talk, we’ll explore what LLMs are and how they work, how LLMs can improve assessment, how LLM enable new kinds of faking, and how assessment professionals can keep up.

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Victoria A. Lipnic

Victoria A. Lipnic is a Partner at Resolution Economics. She leads the Company’s Human Capital Strategy Group. The Human Capital Strategy Group combines the Company’s expertise in data analytics and deep knowledge of regulatory requirements with an interdisciplinary approach to advise organizations on the full range of their human capital needs and reporting requirements including recruitment, selection, promotions, DE&I, pay equity, and overall talent allocation.

Lipnic joined Resolution Economics in 2021. She has broad experience in the full range of human capital, labor and employment issues, especially from the regulatory enforcement perspective. Prior to joining the Company she served as Commissioner from 2010 to 2020 and Acting Chair from 2017 to 2019 of the U.S. Equal Employment Opportunity Commission. She was appointed to the EEOC by President Barack Obama and unanimously confirmed by the U.S. Senate. At the EEOC she worked on policy, cases, and regulations under all of the statutes enforced by the Commission including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act (EPA), the Pregnancy Discrimination Act (PDA) and the Genetic Information Nondiscrimination Act (GINA). While at the EEOC she participated in numerous agency regulatory initiatives including the final GINA regulations, the ADA, as amended, regulations, and the revisions to the EEO-1 form to include pay data reporting. She organized the agency’s first public meeting on Big Data in Employment, created its Chief Data Officer position, oversaw development of the Office of Enterprise Data and Analytics and published a significant report on age discrimination. She co-chaired the EEOC’s Select Task Force on the Study of Harassment in the Workplace, and co-authored its seminal report, issued in 2016, before the #MeToo movement.

Prior to joining the EEOC, she practiced law with Seyfarth Shaw, LLP. She also served as the U.S. Assistant Secretary of Labor for Employment Standards from 2002 to January 2009, a position she was appointed to by President George W. Bush. At the Department of Labor she oversaw regulatory development and enforcement for the Wage and Hour Division, the Office of Federal Contract Compliance Programs (OFCCP), the Office of Labor Management Standards and four national workers’ compensation programs. This included oversight and enforcement of the Fair Labor Standards Act, the Family and Medical Leave Act, Executive Order 11246 and the Labor Management Reporting Disclosure Act.

Prior to her service as Assistant Secretary, Lipnic served as Workforce Policy Counsel to the Committee on Education and the Workforce in the U.S. House of Representatives. She was also in-house counsel for labor and employment with the U.S. Postal Service.

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Mengqiao Liu

Dr. Mengqiao (MQ) Liu is a Senior Research Scientist on the Global Hiring Science team at Amazon. MQ's work focuses on leveraging machine learning (ML) and natural language processing (NLP) to experiment and innovate on recruitment, assessment, and selection strategies across Amazon. In recent years, MQ led the research of NLP-based scoring for an audio constructed response simulation, ML model development and evaluation across assessment use cases, and a job recommendation system. MQ received her Ph.D. in Industrial/Organizational Psychology from Wayne State University. Her work has been published in journals such as Journal of Applied Psychology, Personnel Psychology, and Journal of Business and Psychology.


Using Natural Language Processing to Score Audio Constructed Response Simulation
Recent advances in natural language processing show promise in assisting and automating expert judgment. This talk introduces state-of-the-art techniques for auto-scoring assessments traditionally requiring subject matter expert judgment. It shares learnings from industry research on developing, validating, and scaling automated scoring for an audio-based constructed response simulation.

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Toni S. Locklear

Dr. Toni S. Locklear is SIOP Fellow with 30 years of experience in the field of HR management, having held positions in both industry and consulting. As chief technical officer and the litigation practice leader for APTMetrics, Toni works with organizations to design and implement fair, valid and legally defensible HR processes. As part of the litigation support role, she serves as an expert witness and consultant to counsel in employment discrimination, harassment and wage-hour cases for both defendants and plaintiffs. She also acts as a settlement expert to help carry out the provisions of consent decrees. Additionally, Toni works with organizations in a proactive capacity to help them avoid litigation by identifying gaps between clients’ current practices and industry best practices. Toni provides consultation in the areas of job analysis, test validation, employee selection procedures, performance management, compensation, measurement, and HR policies & procedures. Toni is a member of the SIOP task force focused on the use of artificial intelligence (AI)-based assessments. In 2020 and 2021, she served as chair of the SIOP subcommittee awarding the Zedeck-Jacobs Adverse Impact Reduction Research Grant, designed to support researchers investigating causes and solutions to adverse impact in testing and selection.

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Rod McCloy

Dr. Rod McCloy is a Principal Scientist at the Human Resources Research Organization (HumRRO). He has more than 30 years of experience conducting and directing personnel research. He is well-versed in several multivariate analytical techniques (e.g., structural equation modeling, event history analysis, hierarchical linear modeling) and has applied them to myriad research questions, particularly those involving personnel selection, job performance measurement/modeling, and attrition/turnover. His assessment and testing experience spans both cognitive and non-cognitive domains and has involved several large-scale assessment programs (Armed Services Vocational Aptitude Battery, National Assessment of Educational Progress, General Aptitude Test Battery, Defense Language Proficiency Test). His recent research has involved (a) development and refinement of career guidance programs and systems, (b) development and evaluation of scoring models for situational judgment tests, (c) personality measurement via game-based assessment, and (d) psychometric analysis and evaluation of foreign language proficiency tests.

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Lauren E. McEntire

Lauren E. McEntire, is a Senior Director with PepsiCo leading Assessment and Executive Development in the Global Talent Management Center of Excellence. She has been with PepsiCo over 13 years. She led Learning & Development for the PepsiCo Foods North America division responsible for a large team of capability professionals who support leadership development, functional/technical instructional design & training, program measurement & utility analysis, knowledge management, and learning systems. She is an executive coach and has designed accelerated development programs and experiences for hi-potential leaders. Prior to PepsiCo, Lauren served as a Selection & Assessment Consultant for Kenexa (IBM) designing solutions for a variety of clients across industries including custom selection systems, competency modeling, instructional systems, multi-rater feedback tools, and leadership development programs. She has a passion for developing psychology students through one-on-one coaching, speaking engagements at universities, overseeing intern programs and university partnerships to allow students to gain applied project experiences, and serving on dissertation committees. Lauren received her Ph.D. in Industrial-Organizational Psychology from the University of Oklahoma. Lauren has published several articles in the fields of Human Resources and Industrial-Organizational Psychology as well as presented at many conferences and professional workshops.


Assessments and Diagnostics for Organizational Development: A Multi-Level Perspective

We use a multi-level lens to understand the functionality and activation of internal effectiveness frameworks and how to pair these with a variety of assessment and diagnostic tools to drive meaningful change and support growth and development over time. We will share lessons learned and key insights for practitioners across individual, team, and organizational outcomes.

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Rajanique Modeste

Dr. Rajanique Modeste is an I-O Psychologist, social justice advocate and the CEO of Vestigia Organizational Strategies, a certified, Black Business and woman owned small business. Her consulting firm provides DEI solutions, anti-racism training, Focus Groups, Assessments, to profit and non-profit businesses to promote a positive, inclusive organizational culture.

Dr. Modeste’s experience with organizational development and Human Capital Management spans over 16 years primarily within the government contracting industry. Her expertise leverages both practical and evidence-based approaches by applying concepts and models from both a humanistic and positive psychology perspective. Her philosophy is rooted in understanding and developing individuals at every level of the organization and transforming organizations from a holistic view. She applies a people-centered approach when assessing organizational needs which has helped organizations be people-centered, culturally inclusive and effective with this approach.

Dr. Modeste holds a doctoral degree in Industrial and Organizational Psychology from Capella University. She has co-authored a White Paper published in the SIOP journal as well as a host of published articles. Dr. Modeste is an adjunct professor at Purdue Global University and National University where she teaches in the School of Behavioral and Social Sciences department to undergraduate and graduate level students.


Integrating DEIAB in Assessments

Traditional assessments often overlook the influence of sociocultural factors, limiting their effectiveness in capturing the experiences and identities of diverse populations. By integrating DEIAB definitions in psychological assessments there is an opportunity to enhance the validity, fairness, and cultural responsiveness of those assessments.

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Liberty Munson

Liberty Munson is the Director of Psychometrics for the Microsoft Worldwide Learning organization and is responsible for ensuring that the assessments used to evaluate skills in the Microsoft Technical Certification program are valid and reliable measures of the content areas that they are intended to measure. She is considered a thought leader in the certification industry, especially in areas related to how technology can fundamentally change our approach to assessment design, development, delivery, and sustainment, and has proposed many innovative ideas related to the future of certification.

Prior to Microsoft, she worked at Boeing in their Employee Selection Group, assisted with the development of their internal certification exams, and acted as a co-project manager of Boeing’s Employee Survey. She received my BS in Psychology from Iowa State University and MA and PhD in Industrial/Organizational Psychology with minors in Quantitative Psychology and Human Resource Management from the University of Illinois at Urbana-Champaign.


Generative AI and assessment security: Opportunities and challenges

Did you know that with APIs, test takers can access ChatGPT during remote assessments even with browser lockdown? This is just the beginning of the challenges that generative AI adds regarding assessment security. Together, we will explore what have we learned so far and what the future looks like.

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Melissa R. Nosik

Melissa R. Nosik, PhD, BCBA-D, ICE-CCP, SHRM-SCP is the Chief Executive Officer of the Competency & Credentialing Institute. Her professional interests include professional credentialing, assessment, non-profit association management, regulation, governance practices, and leadership training. Dr. Nosik has 25 years of experience practicing and overseeing organizations in healthcare. She has served as a board member and on the advisory boards of several nonprofit organizations at the national and state level and values giving her time back to the credentialing and assessment communities as a volunteer.

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Tunji Oki

Dr. Tunji Oki works at Google as a Senior People Analytics Manager and holds a PhD in Industrial Organizational Psychology from the University of Houston. He and his team design & carry out equity-focused analytics, then partner with colleagues across HR teams to translate insight into improved & more equitable People Programs. Prior to Google, Dr. Oki worked as a consultant for Applied Psychological Techniques, where he consulted with Fortune 100 companies in the areas of job analysis, employee selection, test development, test validation, and legal issues.

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Ali O’Malley

Ali has nearly 20 years of experience partnering with leaders across industries including advanced manufacturing, healthcare and life sciences, technology, higher education, and professional services. She specializes in the design and implementation of one-on-one, group, and team interventions to help leaders achieve their full potential, to instill organizational resilience, and to inspire sustainable and socially responsible growth. Ali has partnered with stakeholders in high-stakes contexts such as startups navigating hypergrowth, private equity firms questioning the strategic decision-making capabilities of leaders in their portfolio companies, and contentious transitions in closely held businesses. Ali began her career as a psychology professor in the liberal arts environment she prized. Upon receiving tenure and promotion, Ali pivoted from academia to global corporate leadership roles with John Deere (DE) and a technology unicorn. Ali holds a PhD and MA in Industrial-Organizational Psychology from The University of Akron and a BA in Psychology (summa cum laude, Phi Beta Kappa) from Butler University. She received her executive coaching certification through Georgetown University’s Institute for Transformational Leadership, is certified by the International Coaching Federation, and has completed coursework in mindfulness-based stress reduction. She is proficient in many evidence-based assessments including the Hogan personality suite, emotional intelligence inventories, and the Leader Network Diagnostic.


Assessments as Catalyst to Coach and Advance Leaders

Presenters: Irina Cozma, PhD (Salesforce), Ali O’Malley, PhD (Reflexion Group), Dan Russel (RHR)

Assessments play a powerful role in coaching, helping individuals build a comprehensive understanding of themselves and how they aspire to lead. The panelists will share the ways they use assessments, assessment innovations that have been impactful, and challenges or barriers they face in using assessments for coaching.

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Kristen Pryor

Kristen Pryor is a Principal Consultant with DCI Consulting. Kristen has 18 years of experience developing, implementing, and evaluating human capital systems in both the private and public sector. Her primary expertise is in selection-related work, which includes conducting job analyses; developing, validating, and recommending the use of a variety of pre-employment and promotional assessments; and conducting complex data analyses to evaluate the performance of human capital systems. A substantial portion of Kristen’s current work is focused on the evaluation and improvement of selection systems, including work with federal contractors. These evaluations typically involve sourcing/recruitment, pre-employment, promotional, leadership development, or performance management systems, tools, and processes, often with a DEI lens or component to the evaluation. Additionally, Kristen has published work in the Handbook of Employee Selection and Industrial and Organizational Psychology: Perspectives on Science and Practice.


Give Me Just a Little More Time: Advancements in Assessment Accessibility

This session will review assessment accessibility decisions, as well as their benefits and potential drawbacks, that may impact the accessibility of assessments for traditionally marginalized groups. Device compatibility, scheduling, and proctoring accessibility decisions will be covered in terms of overall fairness and potential impacts on the diversity of applicant pools.

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Dan Putka

Dr. Dan Putka is a Principal Scientist at HumRRO in Alexandria, Virginia. Over the past 20 years, he has helped numerous organizations develop and implement assessments to enhance their hiring and promotion processes, and guide individuals to careers that fit them well. Complementing his client-centered work, Dan has maintained an active presence in the I-O psychology scientific community, focusing on advancing psychometric and analytic methods that are sensitive to the demands of applied research and practice. Over the past several years, he has been conducting research that evaluates applications of machine learning and natural language processing to problems in applied I-O science and practice.  His recent research includes applications of supervised learning to biodata keying, exploring applications of NLP to streamline enterprise-wide job analysis, and leveraging LLMs to create and evaluate assessment content. Dan is a Fellow of APA and three of its divisions to include the SIOP. He holds a Ph.D. in I-O Psychology with a specialization in Quantitative Methods from Ohio University.


Broadening Applications of AI in Selection and Assessment:  A Forest for the Trees

Three presentations by Koenig, Liu, and Landers – three diverse examples of injecting AI technology into traditional I-O processes.  In this talk, I’ll put the work presented by Koenig, Liu, and Landers in a broader context of selection assessment development processes and highlight other areas where our field has only begun to scratch the surface of leveraging AI to streamline and potentially improve upon our traditional processes (e.g., streamlining job analytic foundations of assessment, automating large-scale evaluation of human and AI generated assessment content).

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Dan Russell

A partner at RHR International, Dan Russell oversees two areas integral to the firm’s ability to serve clients—assessment and RHR’s Products, Data & Insights Lab. Dan is exceptionally adept at identifying clients’ most pressing needs and creating value-enhancing, data-backed programs to help solve them.

With more than 20 years of hands-on experience as a business consultant, Dan’s expertise includes global talent management, people analytics (machine learning, regression, and predictive modeling), leadership development, succession planning, talent assessment and development, and more. He has worked with Fortune 100 companies in a wide variety of industries across the U.S., Southeast Asia, Australia, and Europe.

Curious and thoughtful, Dan relishes the opportunity to analyze data gleaned from RHR’s decades of work in the leadership development field to discover new insights and practical applications to help leaders and businesses thrive. A charismatic presenter, he also welcomes opportunities to cultivate relationships with others doing similar work and share RHR’s research and learnings through conferences, white papers, articles, and other professional mediums.

Dan received a master’s degree in industrial and organizational psychology from Virginia Tech and a bachelor’s degree in psychology from Austin Peay State University. He is a Chartered Psychologist and associate fellow with the British Psychological Society and an associate credentialed coach with the International Coach Federation.

Outside of work, Dan enjoys spending time with his family, gardening, and lifting weights, and he usually has at least one DIY home-improvement project in the works.


Assessments as Catalyst to Coach and Advance Leaders

Presenters: Irina Cozma, PhD (Salesforce), Ali O’Malley, PhD (Reflexion Group), Dan Russel (RHR)

Assessments play a powerful role in coaching, helping individuals build a comprehensive understanding of themselves and how they aspire to lead. The panelists will share the ways they use assessments, assessment innovations that have been impactful, and challenges or barriers they face in using assessments for coaching.

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Paul R. Sackett

Paul R. Sackett (Ph.D, Ohio State, 1979) is the Beverly and Richard Fink Distinguished Professor of Psychology at the University of Minnesota. His research interests revolve around testing and assessment in workplace, military, and educational settings. He served as founding editor of the SIOP journal Industrial and Organizational Psychology, and editor of Personnel Psychology. He has served as president of SIOP, as co-chair of the revision of the Standards for Educational and Psychological Testing and of SIOP’s Principles for the Validation and Use of Personnel Selection Procedures, as a member of the National Research Council's Board on Testing and Assessment, as chair of APA's Committee on Psychological Tests and Assessments, and APA’s Board of Scientific Affairs.

He has received awards for teaching (Herbert Heneman Award from Minnesota’s Industrial Relations Center), research (the Human Resource Division of the Academy of Management’s Career Achievement Award), and service (Lifetime Service Award from the National Academy of Sciences). He is the only person to receive lifetime achievement awards in each of the three domains of teaching, research, and service from SIOP (Distinguished Teaching Contribution Award, Distinguished Scientific Contribution Award, Distinguished Service Contribution Award). He has been awarded an honorary doctorate by Ghent University, Belgium.


Revisiting Best Predictors of Job Performance

In this session, Paul Sackett will summarize recently published and forthcoming assessment validity findings that question prior assumptions in our field regarding the validity of various personnel selection procedures.  The research revisits prior meta-analytic conclusions and adds additional meta-analytic data demonstrating that general mental ability may far less predictive of overall performance than was previously reported. Following his talk, several practitioners will share their views on the implications of these findings.

  • Tunji Oki (Google) will briefly share the implications of these findings to improving the equity of hiring and broader people processes.
  • Toni Locklear (APT) will discuss the implications of these latest findings on employer liability, validation strategies, and the search for less adverse alternatives.
  • Betsir Zemen will briefly discuss how recent advances in technology allow us to more efficiently implement some of the newly identified best predictors.
  • Rod McCloy (HumRRO) will discuss how researchers and practitioners should consider the job performance measures to be employed in their context when interpreting these latest findings. 

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Eileen Toomey

Eileen Toomey is Lead, Selection Assessment Strategy at Johnson & Johnson. In this role she’s responsible for defining and leading the enterprise-wide selection assessment strategy. She works with J&J’s Talent Acquisition organization and identify talent assessment solutions that will further improve quality of hire, efficiency of process, and user experience for the approximately 1.8 million applications that come through J&J every year. Eileen has nearly ten years of experience in talent assessment and talent management. She previously worked in People Analytics at J&J on the Data Science team working with the business to address key talent challenges.


Diversity, Equity & Inclusion Best practices in Selection & Assessment

As the assessment space continues to evolve with technological advancements, it is important to apply best practices in diversity, equity, and inclusion in each step in the pre-employment process. This session will focus on those practices in the evaluation, selection, implementation, and governance of selection assessments.

Diana Ugalde headshot

Diana Ugalde

Diana Ugalde is a doctoral student in industrial and organizational psychology at Florida International University’s Healthy Work Lab, where she is involved in various research projects that aim to promote diversity, inclusion, equity, and belonging in the workplace. Diana also serves on the Disability, Inclusion, and Accessibility Committee of the Society for Industrial and Organizational Psychology as a self-advocate and advocate for persons with disabilities. In this role, Diana collaborates with scientists and practitioners worldwide to implement projects to raise awareness on issues facing individuals with disabilities in the workforce and create practical solutions that will ultimately decrease the structural barriers faced by people with disabilities. Additionally, as a graduate assistant for FIU Embrace Center for Advancing Inclusive Communities, Diana is involved in the dissemination of a managerial training program in order to enhance employment opportunities for individuals with intellectual and developmental disabilities in the community. Through her work and research, Diana strives to support diversity and create a more inclusive and equitable future for all individuals.

Lyle Ungar headshot

Lyle Ungar

Lyle Ungar is a Professor of Computer and Information Science at the University of Pennsylvania, where he also holds appointments in Psychology, Bioengineering, Genomics and Computational Biology, and Operations, Information and Decisions. He has published over 400 articles, supervised two dozen Ph.D. students, and is co-inventor on ten patents. His current research focuses on using natural language processing and explainable AI for psychological research, including analyzing social media and cell phone sensor data to better understand the drivers of physical and mental well-being.


Assessing Interpersonal Judgments using Explainable AI

We use deep learning models to predict ratings of the warmth, competence, and morality of people introducing themselves in short videos. By showing which multimodal features drive these predictions, we provide insight into first impression formation. Explaining such models and their predictions is important both for training workers and for evaluating computer-based assessments of candidates.

Betsir Zemen headshot

Betsir Zemen

Dr. Betsir Zemen is a Global Talent Selection Partner at Meta where she conducts research and provides consulting services in the areas of job analysis, assessment, and personnel selection. Betsir’s research and consulting focuses on the application of emerging technology (e.g., video interviewing, machine learning, and virtual reality) to recruitment, assessment, and selection practices. Prior to Meta, she worked as a Psychometric Analyst for Lumina Datamatics and a Research Psychologist at the Naval Air Warfare Training Systems Division. Betsir earned her Ph.D. in industrial-organizational psychology from the University of Central Florida, where her research focused on technology-enabled assessment and selection.