M.A., Social/Industrial-Organizational Psychology @
Northern Illinois University
I am the Chief Research Officer at Talent Plus, Inc., where I get to use my talents every day to develop, validate, and implement innovative and high-impact talent solutions for organizations committed to growth. I graduated from Northern Illinois University with a Ph.D. in Social-Industrial/Organizational Psychology. My degree is uniquely grounded in the theories and empirical
I am the Chief Research Officer at Talent Plus, Inc., where I get to use my talents every day to develop, validate, and implement innovative and high-impact talent solutions for organizations committed to growth. I graduated from Northern Illinois University with a Ph.D. in Social-Industrial/Organizational Psychology. My degree is uniquely grounded in the theories and empirical literature of both Social and Industrial/Organizational Psychology with rigorous training in statistics and methodology. I continued my post-doctoral studies at University of Illinois at Chicago with specialized training in Item Response Theory (IRT) measurement models.
The bulk of my research has explored two broad areas. The first area is within the domain of social judgment, and has explored the kinds of things we remember about others. The second area is within the domain of self judgment, and has explored the kinds of things that we remember about ourselves. My research is published in peer-reviewed journals, and has even been featured in the Boston Globe. I have presented at conferences for the Association for Psychological Science (APS), Society for Industrial-Organizational Psychology (SIOP), Society for Personality and Social Psychology (SPSP) and Midwestern Psychological Association (MPA).
Strong written and verbal communication skills including the ability to communicate with diverse audiences (e.g., clients, test takers, programmers, government agencies, measurement professionals, subject matter experts).
Advanced quantitative and analytical skills including the ability to interpret data, communicate results effectively, consult with clients based on results, and provide action plans.
Excellent project management skills including the ability to organize, plan, and prioritize work, ability to multi-task, and detail orientation.
Chief Research Officer @ Talent Plus, Inc. is the leading talent assessment partner and a premier, global human resources consulting firm with over 400 world-class, growth-oriented clients. Based on empirical data, Talent Plus has developed reliable, validated instruments that allow clients to assess an individual’s aptitude to perform a specific job with excellence.
As Chief Research Officer at Talent Plus, Inc., I lead the Research Team. Together, we are responsible for building, validating, and supporting the implementation of innovative and high-impact solutions that identify talent—a person’s capacity for near-perfect job performance. Our clients have the benefit of knowing that the solutions they receive are built with the highest degree of scientific rigor and integrity so that they can make wise decisions in the selection and development of their teams. As part of the executive team, I help develop the vision for the Research Team, as well as help guide Talent Plus in areas of quality and innovation. From June 2015 to Present (7 months) Consultant @ Aon Hewitt is the consulting arm of Aon plc (NYSE: AON) and is among the top global human capital and management consulting firms. I was a Consultant in Aon Hewitt’s Research and Innovation team—part of the Assessment, Selection & Leadership group within the Performance, Reward & Talent Consulting practice. I spent the majority of my time on research and innovation activities focused on creating, maintaining, and enhancing personnel assessments and consulting practices. I worked closely with a number of Fortune 100 companies to implement innovative, impactful, and legally defensible assessment and selection solutions, which have included traditional and adaptive logical reasoning, mechanical comprehension, reading, personality, leadership potential, biodata, and situational judgment tests—taken by over 10M candidates annually.
Specific projects I led included technical documentation and continuous improvement activities of Adaptive Profile Reasoning (AP Reasoning) Test, parameterization and computerized adaptive testing (CAT) simulations of Adaptive Profile Quantitative (AP Quant) Test, documentation of the equivalence between adaptive and flat (conventional) Industrial Suite tests (Industrial Reading & Skills; Mechanical Comprehension), refinement of legacy flat-form tests to better support new, CAT offerings, securing internal stakeholder support and funding for the development of both Aon Hewitt’s Scientific and Legal Advisory Boards (SAB; LAB), managing test translations in over 20 target languages for implementation at a Fortune 100 client, and development of a holistic, tailored solution that enhances comprehensiveness of assessment and overall validity for a specific job, while allowing for rapid implementation without the need for immediately collecting local criterion-related validity. In addition, I wrote a client-facing position paper in response to The Wall Street Journal's "Are Workplace Personality Tests Fair?” From May 2014 to June 2015 (1 year 2 months) Director of New Test Development @ Wonderlic, Inc. is a recognized leader in the development, delivery, and support of both employment and educational assessments. I managed a team of Industrial-Organizational Psychologists who were responsible for the creation, maintenance, and enhancements of assessments and consulting services. More specifically, I was responsible for leading and advising assessment development efforts to enhance the psychometric quality of Wonderlic offerings. I designed and built content and psychometric systems to support Wonderlic’s evolving business needs, led technical activities in support of approval/compliance efforts with government regulations, and documented and presented findings to support the validity of Wonderlic products and services. During my tenure, five assessments were launched to market: Automated Reference Check, Wonderlic Basic Skills Test – Non-Proctored (WBST-NP), Wonderlic Advanced Skills Test – Non-Proctored (WAST-NP), Student Engagement Survey, and Motivation Potential Assessment (MPA). The MPA, which measures key characteristics and work preferences that were shown to be strong indicators of employee engagement and performance, is the fastest growing, non-cognitive assessment in Wonderlic’s 75+ year history. In addition, I helped secure the U.S. Department of Education’s approval of the Wonderlic General Assessment of Instructional Needs (GAIN), an assessment that measures advances in educational functioning levels (EFLs) for learners in Adult Basic Education programs. Lastly, I refined both Wonderlic's Research Donation Program and Research and Development Internship Program, collaborating with over 100 faculty members.
Visit this site to read my blog posts: http://blog.wonderlic.com/blog/Brett_Wells From April 2011 to May 2014 (3 years 2 months) Post-Doctoral Research Fellow @ The mission of the Center for the Study of Family Violence and Sexual Assault (CSFVSA) is to promote research that informs prevention, intervention, and treatment related to family violence and sexual assault. As a Research Fellow, I focused my effort primarily on exploring the psychometric properties of the Child Abuse Potential (CAP) Inventory, a highly-regarded and widely-used questionnaire that was designed to provide an estimate of parental risk in suspected cases of child physical abuse. In addition, I designed social-cognitive experiments to assess aggressive behaviors and aggression accessibility in at-risk parents. From May 2009 to September 2013 (4 years 5 months) Senior Research Associate @ I was responsible for the design, implementation, and analysis of a safety management system questionnaire. Furthermore, I designed and conducted the evaluation process for the Closed Point of Dispensing (POD) programs for San Diego Department of Health and St. Louis Department of Health. Lastly, I wrote a handful of member communications, some of which were published in the annual Injury Facts. These analyses and reports included:
•The effect of comprehensive safety management systems on occupational injury rates
•The impact of economic recession periods on motor-vehicle death rates
•Employer policies and employee behaviors regarding using electronic communication devices while driving
•The recent rise of unintentional deaths due to drugs From July 2010 to April 2011 (10 months) Research Assistant @ •Contributed to an enhanced, interdisciplinary, understanding of the sociotechnical factors and dynamics influencing the effectiveness of virtual organizations (Center for Research on Collaboratories and Technology Enhanced Learning Communities; Cotlco; Syracuse University)
•Conducted a comparative mixed-methods meta-analysis and model development of “virtual organizations as sociotechnical systems” (VOSS)
•Trained and managed undergraduate research assistants on data collection, data entry, and the research process
•Organized and maintained a lab work schedule for 17 research assistants
•Critiqued manuscripts for publication and recommended reviewers for submitted manuscripts for the Journal of Experimental Social Psychology and Journal of Business Psychology
•Aided professors in teaching the graduate-level ANOVA and Regression statistics courses, each containing 30 students
•Taught two sections of introduction to psychology, each containing 55 students
•Created and delivered a “tips and tricks of SPSS, Excel, MediaLab, and DirectRT” seminar
•Collaborated on multiple research projects with tenured professors and graduate student colleagues From August 2006 to May 2009 (2 years 10 months) Statistics Teaching Assistant @ •Statistical analyst for the Communication Sciences and Disorders department
•Analyzed sabbatical research data for a member of the Speech Communication department From August 2004 to May 2006 (1 year 10 months)
Ph.D., Social/Industrial-Organizational Psychology @ Northern Illinois University From 2010 to 2012 M.A., Social/Industrial-Organizational Psychology @ Northern Illinois University From 2006 to 2010 A.B., Psychology @ Augustana College From 2002 to 2006 Measurement, Evaluation, Statistics and Assessment (MESA) @ University of Illinois at Chicago Brett M. Wells, Ph.D. is skilled in: Test and Survey Development, Item Response Theory, Multivariate Statistics, Employee Selection, Individual Assessment, Performance Appraisal, Employee Engagement, Leadership Development, Succession Planning, Organizational Development, Organizational Culture, Higher Education, Recruiting, Survey Design, Psychology