Bottom-line business outcomes are directly linked to the processes organizations use to acquire, retain, and develop their talent. Assessments such as cognitive ability, motivation, and personality can be used to accurately predict an individual’s potential for on-the-job performance. This information provides an organization with unique intelligence about their people, enabling the development of effective talent acquisition and mobility strategies.
CEB: Unparalleled Scientific Expertise and Innovation
Our robust, scientifically proven SHL Talent Measurement assessments are based on more than 30 years of research and development. Our technologies and methodologies predict business outcomes and drive measurable success more effectively than any other provider’s solutions, as evidenced and verified by our annual ROI studies (Business Outcomes Report). Consider some of our industry-leading technology innovations:
- First randomized and verifiable cognitive ability test
- Computer adaptive testing
- Multimedia-based assessment solutions
- Seamless integration with 97 Talent Management Systems
Meet the Scientific Advisory Board
In addition to 300+ industrial-organizational psychologists worldwide – the largest group of business psychologists outside the public sector – our team includes an extraordinary group of global researchers. The Scientific Advisory Board for SHL Talent Measurement Solutions, drawn from China, Europe, and the United States, provides invaluable thought leadership to the fields of applied psychology, human resources, and psychometrics.
Professor Ronald Hambleton
Ron is a distinguished university professor at the University of Massachusetts. He has served as a council member and president of the International Test Commission, and he is the past president of the Measurement and Evaluation Division of the International Association of Applied Psychology. His current research interests include computer-based testing issues and test designs, item response theory, development of methods for setting standards on performance assessments, methods and guidelines for adapting tests from one language and culture to another, and implementation issues in large-scale assessment programs.
Professor Filip Lievens
Filip received his PhD from Ghent University, Belgium, and is currently a professor at the Department of Personnel Management and Work and Organizational Psychology at the same university. He is the author of more than 100 articles in the areas of organizational attractiveness, high-stakes testing, and selection, including assessment centers, situational judgment tests, and web-based assessment. He was a past book review editor for the International Journal of Selection and Assessment and serves as editorial board member for seven journals. He is currently treasurer for the Organizational Psychology Division of the International Association for Applied Psychology. Filip has received several awards including the Best Paper Award from the International Personnel Management Association (2001), the Distinguished Early Career Award from the Society of Industrial and Organizational Psychology (2006), and the Douglas W. Bray - Ann Howard Award (2007).
Professor Robert Roe
Robert is professor of Organizational Theory and Organizational Behavior at the University of Maastricht, the Netherlands. He has been professor of Work & Organizational Psychology at the Dutch universities of Delft, Tilburg, and Nijmegen; director of the Work and Organization Research Center in Tilburg and of the Netherlands Aeromedical Institute; and an organizational consultant. Robert is founding president of the European Association of Work & Organizational Psychology (1991). He has a long track record in HRM Methods. He holds a master's degree in Psychology and a PhD in Social Sciences from the University of Amsterdam.
Dr. James Jian-Min Sun
James is a professor of Management and associate dean of the School of Labor and Human Resources at Renmin University of China, Beijing. He holds a PhD in Psychology from Beijing Normal University and is a member of the Academy of Management, the International Association of Applied Psychology, the International Association of China Management Research (founding member), the Asian Academy of Management, and the Society of Industrial and Organizational Psychology. James' research focuses on the measurement and assessment of individual characteristics; personality and performance; competency modeling and effectiveness; and strategic human resource management. His work has been published in a number of journals including Strategic Management Journal, Journal of Organizational Behavior, and Leadership and Organization Development Journal. In addition to teaching and research, James provides consultancy to a number of international businesses.