This is a constantly changing component of our site where we keep you up to date on what's new and noteworthy at SH&A as well as bring you a new column every month from one of our colleagues or clients on a variety of changing topics.

05.12.08 - Fenestra is pleased to announce the promotion of Matt Tonken from Consultant to Vice President of SH&A and Fenestra.

04.28.07 - Sandra Hartog, Ph.D., President and CEO of Sandra Hartog and Associates, has been invited by the Leading Edge Consortium to speak at the 2007 SIOP Annual Conference in New York City. On April 28th, Dr. Hartog will share Fenestra, Inc.'s web-based assessment center practice in the session entitled Talent Attraction, Development, Retention: Insights from SIOP's Leading Edge Consortium.

04.25.06 - Sandra Hartog, Ph.D., President and CEO of Sandra Hartog and Associates, will speak at the New York University Forum on Technology and Industrial Organizational Psychology on Wednesday, April 25, 2007.Dr. Hartog's presentation will discuss the development and implementation of virtual assessment centers.

01.10.07 -Fenestra, Inc., a Division of Sandra Hartog and Associates, was named a Finalist in the Technology Innovator of the Year category in The 3rd Annual Stevie Awards for Women in Business.

10.18.06 - Fenestra, Inc. a Division of Sandra Hartog and Associates, wins most informative recruiting & staffing industry resource at the 2006 RASBIC Awards.

06.13.06 - Fenestra, Inc. a Division of Sandra Hartog and Associates, website wins 2006 American Business Awards for Service Advertising.

01.31.06 - E-valuation™ generates significant return on investment. End-of-year ROI results indicate increased production and reduced turnover among assessed candidates. E-valuation has helped reduce turnover in assessed regions by 150% versus comparable major metro markets. Strongly Recommended Candidates are out-performing non-assessed Candidates in comparable demographic markets by 157% after three months in production and by 103% after six months in production.

10.25.05 - Russell Lobsenz, Senior Consultant, was a featured speaker along with Mitchell Lee Marks, Ph.D., head of the San Francisco consulting firm JoiningForces.org in a BNA HR Audio conference titled Managing the Human Aspects Of Mergers and Acquisition. Copies of the audio conference can be obtained at www.bna.com.

10.24.05 - Drawing on SH&A's experience advising leading organizations, Russell Lobsenz and Katie Sokol recently authored a white paper for HR.com on how to ensure leadership continuity and human capital for the future. Ensuring leadership continuity is one of the most critical challenges facing organizations today. The exodus of a generation of leaders is fast approaching and in a few short years, the largest generation in the history of the United States - the “baby boomers” - will begin their much anticipated exit from the workforce, leaving a massive talent void in their wake. How and when organizations address the looming talent shortage will in large part determine their sustainability and future success. Their white paper, “ The Perfect Storm: Preparing for the Talent Tornado,”   appears in the latest issue of HR.com's eBulletin and is available for download at HR.com ( www.hr.com ) or by opening the attached PDF.

9.28.05 - Sandra Hartog, President and Howard Epstein, EVP of Assessment. presented to the Securities Industry Association Sales and Marketing Committee on the benefits of technology-enhanced assessment processes (E-valuation™) for selecting Financial Consultants. Recent ROI results indicate a reduction in new hire turnover of 36% and an increase in production of 73% over those hired without E-valuation™

8.01.05 - Sandra Hartog & Associates (SH&A) today announced two strategic new hires to support its expanding business. Russell Lobsenz, Ph.D. and Katie Sokol have joined the firm as Senior Consultant and Associate Consultant, respectively. Dr. Lobsenz and Ms. Sokol will practice in SH&A's New York office.

6.01.05 - SH&A is pleased to announce the promotion of Lynn G. Collins, Ph.D. from Vice President to Executive Vice President and of Matt Tonken from Associate Consultant to Consultant.

Lynn will be responsible for the business development and management of SH&A selection assessment solutions. Lynn will also focus on expanding and leveraging the firm's development of technology applications for talent selection and management.   Lynn has a long successful history with the SH&A team.  Her commitment to challenging business as usual, expertise, and drive have contributed significantly to SH&A's success and growth. 

Matt will continue in his role as Program Manager of E-valuation TM , the technology-enhanced assessments. Matt has recently been involved in building out the suite of talent management products soon to be offered as well as evaluating the Return on Investment of the technology-enhanced assessment programs. Matt's ability to leverage his expertise in technology and industrial organizational psychology, hard work, and dedication to exceptional client service has resulted in significant contributions and impact on our business.

6.01.05 - Matt Tonken has accepted the role of Co-director of the Metro Employment Exchange Tradewinds (MEET) for the New York Association of Applied Psychologists (METRO). Matt looks forward to getting more METRO members involved in job postings and reaching out to recruiting firms to increase posting activity.

11.23.04- SH&A will be represented at the 2005 SIOP Conference in Los Angeles, California. We are participating in a panel discussion entitled Traditional Assessment Centers versus Technology Enhanced Assessment: Pros and Cons. The discussion will take place on Friday, April 15 at 11:30am. We look forward to seeing you there.

10.15.04- The month of October holds intense excitement for the SH&A team as we eagerly anticipate the launch of another newly developed high tech, high touch, high-psychology assessment process. This off-the-shelf evaluation creates a simulated personalized virtual office environment that parallels “a day in the life” of busy mid-level managers. This valid and engaging assessment process does not require travel, has low administrative costs and can be efficiently managed at multiple locations. Data collected from the job sample is detailed, behaviorally based information from multiple assessment sources and multiple raters. Participants acquire a realistic job preview of the new role. After the assessment, managers are provided with comprehensive behavioral and actionable feedback to direct selection decisions, development and/or succession.

9.25.04- The month of September was an extremely busy one as we launched another customized web-based assessment process. Saving our client over $2500 per candidate in T&E expenses, we transformed a traditional assessment center program into a completely portable web-based assessment process. Early client feedback reveals that the translation and methodology allows for a greater degree of realism and robustness in the data collected. Additionally, the benefits of a “job tryout” lead to better decisions on both sides of the selection desk.

Contact us to find out more.