Blog

With the end of the Great Resignation, it may seem that employee retention is no longer a top problem for HR leaders. But in high-security industries — those involving security clearances, running critical infrastructure, managing private security personnel and more — retention remains a costly challenge.  

This specialized labor pool is small; for example, just over a million people in the United States have a Top Secret security clearance, and while that number seems large out of context, when considering the number of roles to be filled, it’s actually not very big. On top of the constrained candidate pool, hiring in these high-security industries is a laborious process complete with extensive background checks, identity verification and a specific set of skills required.  

The time and effort it takes to hire high-security employees and ensure they obtain the training and clearances they need for their jobs mean that losing an employee carries prohibitive costs and can leave critical roles unfilled.  

What can HR leaders do to prevent turnover in these industries? Competitive compensation packages are table stakes, particularly as inflation hits all sectors of the economy. But there is more to staying at a job than just the salary. HR leaders can utilize these five strategies to reduce turnover in this unique employee population. 

Concerns about youth mental health have reached crisis levels – in one recent survey, 20% of Canadians between the ages of 12 and 25 reported experiencing poor or bad mental health conditions. As society aims to combat this crisis, educators play a critical role in identifying signs of mental distress in the school community.

Digital assessments have emerged as a powerful tool for measuring student learning and understanding. They promote equity through fair and unbiased results while offering real-time feedback that allows educators to track student achievement and make timely adjustments for personalized assessment.

I would say that digital assessments — along with their robust scoring and interpretation capabilities — are the biggest game changers in the educational assessment industry to date. They’ve revolutionized how practitioners can gather data and engage with their students, all while reducing human error. 

As a former school psychologist, digital assessment was a powerful tool that would give me accurate and insightful results, allowing me to better collaborate with educators and families to support the overall well-being of the children I was working with. The time savings I gained from digital assessment enabled me to employ other extremely valuable skill sets, such as direct interventions with students and ongoing consultation with staff, parents, and administration.

Yet, as educators embrace the shift to these resources, facing the many choices available, the logistics involved in administration, and the best ways to analyze data for individual support can feel overwhelming. In my current role as a member of the K-12 education team for Pearson Clinical Assessments, I often work with educators to help them select the right digital assessment tools for their district’s unique needs. I also offer strategies for effective administration and results interpretation.

Here are some of the digital assessment benefits and best practices I regularly share in those discussions.

MPQ coauthors John Kamp, PhD, and Martin Sellbom, PhD, answer some frequently asked questions about the newly published Multidimensional Personality Questionnaire (MPQ).

Q&A with BOT-3 Product Manager, Melinda Cooper

The BOT™-3 is nearly ready to launch! You’ve asked such thoughtful questions about the new test, so we’ve assembled the most common ones, then grouped them by topic to make it easier for you to find the answers you’re seeking.

Links to get more information about the BOT-3 , BOT-3 Brief, and budget-stretching bundling options can be found at the end of this Q&A. Please reach out to your assessment consultant if you have questions we have not covered here.

If you're an occupational or physical therapist, you probably spend a lot of your day thinking, talking, and reading about motor skills. But have you ever come across the term “Fundamental Movement Skills”? Until recently, I hadn't, but it turns out there is a whole body of literature devoted to studying and discussing this construct that is, well, fundamental to children's ability to engage in play, recreation and activities of daily life. Sounds pretty relevant to what we do, right?