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As a Human Resources Manager new to my role and charged with the responsibility of developing our company’s AAP, I had researched various software programs, but decided to outsource the project to Biddle Consulting. I spoke with a couple of other companies, but after speaking with Nancy Tipton, our Biddle Account Executive, I felt confident that I had chosen the right company. Diana Sicari was assigned to assist me with the preparation of our AAP and was such a pleasure to work with. She was very responsive to my emails and calls and turned things around very quickly. I also have been very pleased with the Affirmative Action News updates that Biddle sends out to keep their clients abreast of changes in federal laws and regulations as they impact employment. Along with these updates, they send their clients additional guidance to keep them on track and aware of their responsibilities as they relate to these changes. I would have no reservation recommending Biddle Consulting for preparation of an AAP.
Madonna L. Dougherty
Human Resources Manager
Miklos Systems, Inc.
For decades, employers have used pre-employment testing to determine which of their job applicants possess the skills and abilities required for success on the job. Nearly all employers understand the importance of using tests that are valid for use in the at-issue position, and insist that they are so. Strangely, physical ability testing has remained mostly unaffected by this trend. Savvy employers are beginning to ask important questions about physical ability testing.
In this webinar, our featured guest is Larry Feeler, the president of WorkSTEPS, a physical ability test developer and administrator based in Austin, Texas. WorkSTEPS maintains the largest network of affiliated physical ability testing centers in the U.S. today. Larry will answer these questions and more in this most informative webinar!