Westport, CT: September 16, 2021: APTMetrics today announced the launch of a unique interactive simulation called the Interviewer Experience that trains hiring managers how to conduct predictive and unbiased structured interviews. The solution transforms traditionally biased interviewing and hiring practices by providing an effective, engaging way for participants to gain realistic experience applying structured interviewing techniques. The Interviewer Experience was developed in partnership with several Fortune® 100 organizations who are committed to meeting their diversity and inclusivity goals and believe that better interviewing processes are key to achieving those goals. Hiring experts from the partner companies helped create highly authentic scenarios and provided extensive input on areas where bias is most likely to affect hiring decisions. The immersive multimedia simulation allows participants to engage in simulated hiring decisions and tests their learning throughout the exercise, leading to higher quality real-world hiring decisions with measurable reductions in biased outcomes.
Darien, CT: April 14, 2021: APTMetrics today announced at the all-virtual, 36th annual Society for Industrial and Organization Psychology (SIOP) Conference the launch of a comprehensive suite of Inclusive Leadership solutions that enables enterprises to create and grow a diverse pipeline of next-generation, “high-potential” leaders.
Darien, CT: September 17, 2020: APTMetrics today announced that HBR.org has posted an update to a 2002 article entitled “Dear White Boss…” The update, entitled “What Has — and Hasn’t — Changed Since “Dear White Boss…,” was co-authored by Keith Caver, Vice President, Leadership Assessment and Development at APTMetrics.
Darien, CT: October 24, 2019: APTMetrics today debuted their Cultural Dynamics Assessment (CDa) tool at the Society for Industrial and Organizational Psychology’s 2019 Leading Edge Consortium, “Advancing the Edge: Assessment for the 2020s,” at the Loew’s hotel in Atlanta, Georgia.
“One hiring technology that caught the forum’s attention was simulations used to vet candidates for higher-level jobs. Video-based simulations can put job candidates in a situation, such as a disagreement at a meeting, to see how they might respond, said Kathleen Lundquist, president and CEO of APTMetrics Inc., whose firm develops the simulations.
Putting someone in the role
At the forum, Lundquist argued that simulations could help employers develop a broader pipeline of candidates. The technology may help underrepresented groups by enabling them “to show what they might be able to do if exposed to the challenges of the job,” she said. APTMetrics is an HR consultancy in Westport, Conn., and is owned and operated by industrial and organizational psychologists.
By using simulations, HR teams are “putting someone in this future or aspirational role, and giving them a chance to see how they can actually perform,” said Keith Caver, vice president of leadership assessment and development at APTMetrics. The technology may help HR move beyond evaluating a candidate for only roles that they’ve had in the past or overlooking potential talent altogether, he said in an interview with SearchHRSoftware.
APTMetrics‘ simulations are aimed at midlevel and above jobs, but the company is expanding its approach to employment at all levels, Lundquist said.”
Washington, DC: January 19, 2022: The U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) today hosted a roundtable discussion to launch the Hiring Initiative to Reimagine Equity (HIRE).
Dr. Kathleen K. Lundquist, president and chief executive officer of APTMetrics, said, “We are excited to help organizations begin to think more broadly about how to re-define profiles for success in their jobs and evaluate candidates using the types of techniques that create an even playing field for diverse candidates. The HIRE initiative will be a critical resource and shine a bright light on hiring practices that eliminate barriers to equal opportunities for everyone. It will take the fight against bias in hiring to the next level—the level that can lead to a more-inclusive, post-pandemic economy.”