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The Selection Assessment Process: Key Steps and Milestones

Request Submission

Send the SKS Assessment Request form, along with:

Candidate’s resume (a link to their LinkedIn profile page may suffice if the resume is unavailable), a job description for the role you are looking to fill, and any other contextual information that it would be helpful for us to know to [email protected].

The SKS Client Services Team considers the above submission email the green light to launch the assessment process; please ensure candidate(s) are aware of our pending outreach.

The Client Services Team will follow up with the candidate(s) with reminders until the assessment components have been scheduled. We suggest you send a simple email or make a phone call letting them know that SKS will be reaching out. We also encourage providing the candidate with these helpful FAQs.

Fill out a separate SKS Assessment Request form for each candidate.

Introductory Communication

The SKS team reaches out to the candidate via phone or email.

We walk the candidate through the steps of the evaluation process, answer any questions, and work with the candidate to schedule their interview (and work simulation, if applicable).

Email Communication to Candidate

The SKS team sends an email to the candidate containing links to the online assessments and work simulation portal (if applicable).

A Client Services Team member sends a confirmation email to the requester.

The email will contain the details of the scheduled components and offers pre and post call options.

Pre Call

30 minute call with SKS Consultant and key organizational stakeholders (hiring manager, HR representative, recruiter, etc.).

The purpose of this call is to discuss the upcoming evaluation.

In order to make the most of this conversation, take a moment to reflect on the following:

  • Review the job description closely. What is missing from that description that your SKS consultant should know in order to best understand the role?
  • How would you describe your ideal candidate for this role?
  • What key competencies or attributes are you looking for?
  • Consider relevant organizational culture and/or team dynamics.
  • What would a “good fit” look like for this role? Are there any leadership or workstyles that will likely not work well?
  • Are there any “dealbreakers” as it relates to candidacy for this role? If so, what are they?
  • What are the key challenges that an individual in this role will likely face in the first 60-90 days? In the first year?

During the pre-call, keep in mind the specific role and candidate at hand.

  • What do you need to know most about the candidate in order to inform your decision?
  • Are there certain areas around which you and your team are feeling uncertain? What are those areas?
  • What information will be most helpful for you to have as a result of this assessment process?
  • Is there anything else that your SKS Consultant should know about this candidate or this role?

If a pre-call is not possible, please complete a pre-selection survey found here.

SKS Interview with Candidate

The SKS Consultant meets with the candidate via video on the Microsoft Teams Platform.

Purpose of the Call:

This 60–90 minute interview is meant to arm the SKS Consultant with additional context around the candidate’s job experience, academic, work and career related history as well as their professional development and self-insight.

Assessment Report Provided

48 hours following the completion of the candidate’s last scheduled assessment component:

The SKS Client Services team sends the report via email to all report recipients listed on the Assessment Request form. As a reminder, this does not include the candidate themselves.

Post Call

30 minute call with the SKS Consultant and key organizational stakeholders.

Stakeholders can include: hiring manager, HR representative, recruiter, etc. The candidate is not included in this call.

The purpose of this call is to discuss the assessment report.

In order to facilitate a meaningful discussion during this call, take a moment to carefully review the assessment report ahead of time.

Take note of the following:

  • Any questions you may have regarding the qualitative report content, as well as the quantitative ratings.
  • Any areas that confirm your observations regarding the strengths and limitations of the candidate.
  • Any areas in which the assessment feedback differs from your experience of the candidate, or in which the feedback feels inconsistent or unclear.

During the post call, keep the specific context of the role under consideration in mind:

  • Ask any questions that you may have about report content or ratings.
  • Consider how the strengths and development opportunities that are highlighted within the assessment report may manifest within the specific context of the role. If you are not sure, ask the Consultant to explore any relevant scenarios that may come to mind.
  • Consider the competencies and attributes that are most important for success in this role. If you do not have a clear picture of the individual’s presentation related to these competencies and attributes, ask the Consultant to share more detail and insight into these areas.
  • Discuss how to support the candidate in the role in order to build on the strengths and manage the development opportunities that are highlighted within the assessment report.

Share your thoughts around the assessment feedback and invite all other meeting participants to do the same.

Encourage meeting participants to express any concerns and to share how they see the participant fitting into the role in question.

Explore what additional information might be needed from, or about, the candidate before making any and all related decisions.

Enlist the assistance of the SKS Consultant and other meeting attendees in determining questions to ask or areas to probe during final interviews.

Feedback to Candidate

The candidate is invited to reach back out to SKS to schedule feedback following the finalization of all relevant selection decisions.

They can do so by calling us at 952.926.9852, or emailing [email protected].

Feedback is offered to candidates that complete an interview-based assessment regardless of the outcome of the hiring decision.

During a feedback session, a candidate will meet with their SKS Consultant to review the key findings of their assessment experience. Feedback is offered to all candidates regardless of hiring decisions.

  • If a candidate does not move forward with a role with your organization, their feedback will be verbal only. They will not receive the feedback report.
    • The verbal feedback consists of a 30-minute phone conversation in which the SKS Consultant reviews the key strengths and opportunities revealed by their assessment.
  • If a candidate is internal to your organization, they will receive verbal feedback as well as a copy of their feedback report. If a candidate is external to your organization but has accepted a role with your organization, they will also receive verbal feedback and a copy of their feedback report. Please note, the feedback session must occur after the candidate has started working at your organization.
    • This feedback session is a 60 minute video call wherein the candidate meets with their SKS Consultant to review their SKS feedback report.
    • The candidate facing feedback report is slightly different than the organization facing assessment report as it is meant to facilitate personal reflection and development rather than to inform decision making. To this end, the candidate facing feedback report contains an overview of the candidate’s strengths, opportunities, and leadership derailers. Additionally, the candidate receives their raw data – the actual score reports from the assessments measures they completed as part of the assessment process.
    • During the feedback session, the consultant walks through the feedback report with the candidate, exploring their reactions, prompting reflection, and working towards the identification of key next steps based on the insights provided.
    • Following the feedback session, the candidate is encouraged to engage in a discussion with their leader to review their findings and to seek both additional feedback and alignment regarding their professional development goals.

Insight Enhancement Process

This process is designed to strengthen our data driven insights by providing us with information around hiring decisions and outcomes.

2 months following the conclusion of a selection assessment, a 1-2 minute “Hiring Decision Survey” is sent to the recruiter or assessment requestor from [email protected].

This survey is a simple follow up to understand the hiring decision that took place following the candidate’s assessment.

In the case that a candidate was hired, 9 months following the conclusion of a selection assessment, a brief (3-5 minute) survey is sent to the hiring manager and the employee via email.

This survey helps us to understand initial perceptions of the new employee from the vantage point of their manager, as well as the candidate’s own self-perceptions.

Connect with your client manager to learn more about the Insight Enhancement Process.

Choosing the Right Assessment Level

Talent Screens

  • Typically used as a preliminary screening tool rather than as a means of robust assessment. Talent screens include personality inventories, problem solving measures, and a critical thinking appraisal.
  • A talent screen can be used to assess candidates’ preferences and capabilities in order to provide an initial evaluation of their fit for a given role.
  • The time commitment for a candidate is approximately 3 hours and does not include an interview with a consultant.

Talent Evaluations

  • Include personality, problem solving, and critical thinking assessments, alongside an interview with a SKS Consultant to provide additional context regarding the candidate’s experiences, approach to others, self-insight, strengths, and development opportunities.
  • Talent evaluations can be used to provide insight around potential for growth and development and to assess a candidate’s behavior and presence, in addition to their preferences and capabilities, in order to identify and target key strengths to leverage and opportunity areas to address.
  • The time commitment for a candidate is approximately 4 hours.
  • This level of assessment is most appropriate for high impact individual contributors.

Comprehensive Talent Evaluations

  • Leverages the same series of online inventories and interview as the talent evaluation, but also includes a work simulation exercise to assess a candidate’s performance in the context of a simulated inbox exercise.
  • Comprehensive talent evaluations can be used to provide insight around potential for growth and development and to assess a candidate’s real-time reaction and responses in combination with their workstyle, behavior, preferences, and capabilities in order to identify and target key strengths to leverage and opportunity areas to address.
  • The time commitment is approximately 6 hours.
  • This level of assessment is most appropriate for leaders of people and is commonly used for those that hold supervisor or manager positions.

Comprehensive Executive Evaluations

  • Further builds upon the comprehensive evaluation process, by including a more in-depth interview experience, as well as a more substantial work simulation, including a planning exercise and role play component.
  • Comprehensive executive evaluations can be used to provide insight around potential for growth and development and to investigate a candidate’s strategic planning capabilities and their ability to coach and respond to conflict, in combination with an assessment of their workstyle, behavior, preferences and capabilities.
  • The time commitment is approximately 7.5 hours.
  • This level of assessment is most appropriate for leaders of leaders, such as those individuals in VP or director level positions.

Top Executive Evaluations

  • The most thorough and robust level of evaluation and includes the same level of assessment as a comprehensive executive evaluation, with an extra emphasis on strategic planning and intentional influence.
  • Top executive evaluations are a thorough method of evaluating a candidate’s workstyle, preferences, behavior, and performance from multiple perspectives in order to identify and target key strengths and development opportunities and to provide insight to potential for growth and progression.
  • The time commitment for a candidate is approximately 7.5 hours.
  • This level of assessment is most appropriate for C suite leaders.

Communication Best Practices: FAQ

Many times, candidates find themselves seeking additional clarity around the SKS Assessment Process; including what they can expect, what the process is for, and how they can best prepare. Below, you will find some frequently asked questions, as well as key talking points that can be used in response to candidate inquiries.

Candidate Question:

Why am I being asked to complete an SKS Talent Assessment?

Talent assessments are used to identify your aspirations, motivations, strengths, and developmental needs. These attributes are analyzed with respect to the demands of your role as well as opportunities for enhancing your job performance and professional growth.

Candidate Question:

How are hiring decisions made?

Hiring decisions are always made following thorough consideration of all the information gleaned from the talent acquisition process (e.g., interviews, resume, references, assessments, etc.).

Candidate Question:

What role does the SKS Talent Evaluation play in the selection decision process?

The SKS Talent Evaluation is one data point of many in the process.

Candidate Question:

What were my SKS results?

You are welcome to reach out to SKS for specific feedback on your strengths and areas for development after all selection decisions are finalized, and regardless of whether you move forward with a role with the sponsoring organization.

Candidate Question:

What should I expect during my interview?

The interview with SKS is typically experienced as thought provoking and thorough. Your SKS Consultant will ask you to share your relevant developmental experiences, academic history, self-perceptions, motivations, and work and career history. The goal of the interview is for your SKS Consultant to get to know you and to better understand your approach to work and leadership.

Candidate Question:

How should I prepare for this process?

  • To best prepare for the online exercises, do your best to set aside uninterrupted time, and to complete the exercises when you feel well rested and able to focus completely.
  • There is no need to do anything specific in order to prepare for your interview. The interview conversation will involve the SKS Consultant getting to know you better as well as exploring your work history and experience.

Candidate Question:

Does this process work? Is it valid?

These types of work-related assessments, and the specific instruments used by SKS, have been well researched and validated. The results have been found to be relevant to, and predictive of, job performance.

Candidate Question:

How is my background or identity considered as part of the process?

As a values-driven organization that applies the best available psychological science to benefit society and improve lives, SKS Consulting Group is committed to infusing the principles of equity, diversity, and inclusion into all aspects of the work we do. SKS is committed to equal opportunities for all participants and applicants without regard to race, color, religion, national origin, gender, age, sexual orientation, gender identity or expression, marital status, number of dependent children or the ages of the children, physical or mental disability, genetic information, status as a protected veteran or any other basis on which discrimination is prohibited by federal or local law.

Candidate Question:

What happens with my results? Who gets to see them?

Your raw data is not provided to the sponsoring organization. A report summarizing your results and including an overview of your primary strengths and opportunities for development is sent to relevant stakeholders at the sponsoring organization.

Candidate Question:

What if I need accommodations to complete the assessment process?

SKS is happy to provide reasonable accommodations as needed. To learn more, contact SKS Client Services at 952.926.9852 or at [email protected] prior to beginning the assessment process.

Meet Our Team

Partners

Marie Anderson, Psy.D.

SKS Partner

David Donnay, Ph.D.

SKS Partner

Heather Mortensen, Ph.D.

SKS Partner

Nathan Whittier, Psy.D.

SKS Partner

Consultants

Jennifer Shepard, Psy.D

Talent Assessment Consultant

Megan Lowery, Ph.D.

Talent Assessment Consultant

Katie Pesch, Ph.D.

Talent Assessment Consultant

Sarah Jensen, Ph.D.

Talent Assessment Consultant

Diane Govern, Ph.D.

Talent Assessment Consultant

Marina Mery, Ph.D.

Talent Assessment Consultant

Yi Du, Ph.D.

Talent Assessment Consultant

Savana Holmes, Ph.D.

Talent Assessment Consultant

Client Services & Operations

Melissa Robinson, MBA

Business Operations Leader

Jeremiah McMillan, Ph.D.

Lead Data Scientist

Phillip Starns, MS

Data Analyst, People Analytics

Jessie Collins

Client Services Lead, Project Specialist

Mimmie Sjöberg

Client Services Coordinator, Operations Specialist

Lindsay Woodworth

Client Services Coordinator

Taylor March

Client Services Coordinator

Michael Torborg

Client Services Coordinator

Casey Hale

Marketing & Client Relations Coordinator

Alice Meichsner

Administrative Assistant

or

Email Us

Marie Anderson, Psy.D., Partner

Dr. Anderson has a passion for applying psychological principles and assessment data to enhance decision making and maximize performance. She is specifically focused in the areas of selection and development of key talent. Dr. Anderson’s approach is system oriented and solution driven. The results are high performing individuals and teams that drive results for the business. She has served as a trusted HR and Management partner for over a decade, helping individuals, teams and organizations turn insight into action. Dr. Anderson has insight and knowledge gained from working as an internal consultant at a global medical device company for many years, as well as from owning and managing her own business prior to joining SKS Consulting Group. She also serves as an adjunct professor at the University of St. Thomas and Hamline University.

Education
University of Saint Thomas – Doctor of Psychology, Counseling Psychology, 2007 – 2011
Saint Mary’s University of Minnesota – Master of Arts, Marriage and Family Therapy, 2004 – 2006
University of Minnesota-Twin Cities – Bachelor of Arts, Psychology, 2002 – 2004
Purdue University – Psychology, Women’s Studies, 2001 – 2002

David Donnay, Ph.D., Partner

Dr. Donnay develops leaders and transforms organizations. He has nearly two decades of experience in applied psychology in business settings. He is known for his business acumen and strategic thinking as well as his knowledge of psychology. Widely considered an expert in assessment for selection and development, he also brings expertise in coaching and succession planning. His research and consulting career over the past 20 years has focused on the long-term prediction of leadership and career success. 

Earlier in his career, Dr. Donnay led research, product development, and professional services for a global publishing and consulting organization. Dr. Donnay advises organizations on a wide range of strategic issues such as selecting and developing leadership talent, identifying and preparing future leaders, and aligning and accelerating team performance. Dr. Donnay is also on the Board of Trustees of Washburn Center for Children in Minneapolis, Minnesota.

Education
Iowa State University – Ph.D., Counseling Psychology, 1993 – 1998
St. John’s University – Bachelor of Arts, Psychology, 1989 – 1993

Heather Mortensen, Ph.D., Partner

For more than fifteen years, Dr. Mortensen has improved the quality of organizational decision-making in the critical areas of selection and development. She has an exceptional talent for providing empirically driven yet practical solutions that select, develop, and engage leaders and talent at all levels. She is dedicated to making assessment data applicable for individuals to excel personally and professionally and for organizations to understand how people function on the job. She has a keen ability to identify and then maximize and grow the capabilities and competencies of human resources to the fullest. Dr. Mortensen is passionate about maximizing organizational effectiveness by leveraging data, developing individuals, and building teams. Dr. Mortensen performed as an internal organizational psychologist for a Fortune 100 company where she provided practical and results-focused solutions. Just prior to joining SKS she successfully led a learning and development function for one of the nation’s largest healthcare systems.

Education
University of Minnesota – Ph.D., Counseling Psychology (Occupational Health focus), 2001 – 2007
University of Minnesota – Bachelor of Arts, Psychology, 1996 – 2000

Nate Whittier Psy.D. Partner

Since joining SKS in 2006, Dr. Whittier has partnered with a variety of organizations to enhance the quality of decision-making in the critical areas of selection and development of key talent. He has considerable experience working across diverse industries such as manufacturing, retail, finance, health care, and information technology. Clients appreciate Dr. Whittier’s high level of responsiveness and he has effectively maintained strong partner relationships over the past decade. He has conducted thousands of leadership assessments at all levels within organizations. Dr. Whittier is proficient at making assessment data highly relevant and useful beyond the hiring decision. Solution-focused coaching and onboarding and transition planning are additional areas of expertise. Dr. Whittier is a Board Certified Organizational and Business Consulting Psychologist, a credential recognizing advanced competence within the specialty.

Education
Wright State University – Doctor of Psychology, 2001 – 2006
Wright State University  Master of Business Administration, 2002 – 2005
University of Wisconsin-Eau Claire – Bachelor of Science, Psychology, 1996 – 2000

Jennifer Shepard, Psy.D., Talent Assessment Consultant

Dr. Jennifer Shepard is a Senior Talent Assessment Consultant with SKS Consulting Group. She graduated with a Doctorate in Clinical Psychology and a Master of Business Administration from Widener University in Chester, Pennsylvania in 2018. Throughout her training, Dr. Shepard focused heavily on the integration of psychology and business, specifically on the application of psychological principles to support leadership development and cultivate positive organizational cultures. She brings several years of experience working with the Department of Veterans’ Affairs, where she consulted directly with healthcare leaders to drive employee engagement. In all of her work, Dr. Shepard strives to fully understand the “whole person”, using data driven approaches to support leaders on the individual, team, and organizational level. She is passionate about partnering with leaders to facilitate better understanding of themselves and others through the use of assessment data, and to use these insights to make decisions, set goals, and take action to reach desired outcomes.

Education:

Widener University – Doctorate in Clinical Psychology and Master of Business Administration, 2018

Megan Lowery, Talent Assessment Consultant

Dr. Lowery brings several years of experience helping build organizational cultures that develop and support leadership at all levels. She believes people are an organization’s most valuable resource, and she helps clients leverage data-driven insights to enable talent to thrive both personally and professionally. With technical expertise in psychometric assessment and experience working across industries, she brings a passion for helping people be their best selves at work and beyond. Dr. Lowery holds a Ph.D. in Industrial/Organizational Psychology from the University of Georgia and has published research in top academic journals, authored thought leadership whitepapers, and spoken at international conferences to share the latest advancements in talent selection and development, job performance and satisfaction, and employee well-being.

Education:
University of Georgia – Ph.D., Industrial/Organizational Psychology, 2016 – 2019
East Carolina University – M.A., Industrial/Organizational Psychology, 2014 – 2016
Virginia Tech – Bachelor of Arts, Psychology, Business Leadership, 2011 – 2014

Katie Pesch, Ph.D., Talent Assessment Consultant

Dr. Pesch is a Talent Assessment Consultant with SKS Consulting Group. She graduated with her Ph.D. in Counseling Psychology from Iowa State University, where she studied vocational psychology. Her teaching and research activities revolved around career development, person-environment fit, and vocational assessment. She also brings extensive experience in integrated personality assessment to her role.

Education:
Iowa State University – Ph.D., Counseling Psychology, 2011 – 2017
University of Minnesota – Twin Cities – B.A., Psychology, 2006 – 2009

Sarah Jensen, Ph.D., Talent Assessment Consultant

Dr. Jensen is a Talent Assessment Consultant with SKS Consulting Group. She earned a Ph.D. in Industrial and Organizational Psychology from Florida Institute of Technology and a Master’s degree in Vocational Counseling from Portland State University. She has published research in top academic journals, authored business press articles, and has experience working across industries. Her research activities and interests revolve around individual differences, person-environment fit, employee potential, and career development. Dr. Jensen brings a passion for helping people optimize their potential and enhance their capabilities across the organization and utilizes a whole person approach in working with organizations to make data informed decisions regarding talent.

Education:
Florida Institute of Technology – Ph.D., Industrial/Organizational Psychology, 2023
Portland State University – M.S., Vocational Counseling
Pacific University – BS, Psychology

Diane Govern, Ph.D., Talent Assessment Consultant

Dr. Govern is a seasoned leadership consultant who partners with clients to maximize the impact of their people through talent assessment and leadership development. She believes effective leadership is the key ingredient for employee well-being and organizational success. With a strong foundation in industrial and organizational psychology, Dr. Govern combines her expertise in data analytics and executive assessment to guide clients in selecting and nurturing top talent across industries. She helps organizations make informed, strategic decisions about leadership potential at all levels. Her experience spans diverse sectors, including manufacturing, financial services, healthcare, and nonprofits. She has also led talent initiatives for a nationwide construction labor management firm, designing leadership and sales curricula. Earlier in her career, Dr. Govern developed and validated selection protocols for highly scrutinized civil service roles, honing her psychometric and project management expertise. Her comprehensive approach empowers clients to achieve long-term success through strong leadership and effective talent strategies.

Education
The University of Akron, Ph.D in Industrial and Organizational Psychology (1997)
Bowling Green State University, BS in Psychology

Marina Mery, Ph.D., Talent Assessment Consultant

Dr. Marina Mery is recent graduate of the Industrial and Organizational (I/O) Psychology doctoral program at the University of Oklahoma (OU). She earned her Bachelor’s degree in Psychology and Philosophy and her Master’s degree in Psychology from Tulane University. Prior to graduate school, she worked as a research data coordinator for MD Anderson Cancer Center in Houston, Texas, coordinating quality of life studies for breast cancer patients. Her primary research interests focus on ethical decision-making in online contexts and impact of social media use on attitudes and behaviors. She is excited to leverage her extensive education in I/O psychology and experience in research methodology to assist organizations in meaningfully interpreting data to facilitate informed personnel decisions. 

Education
University of Oklahoma – Ph.D., Industrial and Organizational Psychology, 2022
Tulane University – Bachelor of Arts, Psychology and Philosophy
Masters Degree, Psychology

Yi Du, Ph.D., Talent Assessment Consultant 

Dr. Du is a Talent Assessment Consultant with SKS Consulting Group. She graduated with her Ph.D. in
Counseling Psychology from Iowa State University and completed her pre- and post-doctoral training at
University of California, Berkeley. She received extensive training on counseling, human development,
and vocational/psychological assessment. Prior to joining SKS, Dr. Du worked primarily with adults in
higher education and provided coaching, counseling, and psychological evaluation to individuals from
diverse groups in the community.

Education

Iowa State University – Ph.D., Counseling Psychology, 2010 – 2016

Savana Holmes, Ph.D., Talent Assessment Consultant

Dr. Holmes graduated with her Ph.D. and M.A. in Industrial/Organizational Psychology and completed her Bachelor of Arts in Psychology and Cultural & Global Studies from Central Michigan University. She believes in a system oriented, empirical approach to identifying and developing top talent while retaining practicality and utility. She utilizes insights from applied experience in custom assessment to maximize the potential of the workforce via hiring solutions. With technical expertise in psychometric assessment, training, and development, she has a passion for enabling talent to achieve their highest potential.
 
Education:
Central Michigan University – Ph.D., Industrial/Organizational Psychology, 2022-2024
M.A., Industrial/Organizational Psychology, 2020-2022
Bachelor of Arts, Psychology, Cultural & Global Studies, 2017-2020,

Melissa Robinson, MBA, Business Operations Leader

Melissa is the Business Operations Leader at SKS Consulting Group. She graduated from the University of St. Thomas with a BS in Actuarial Science and an MBA from St Cloud State University with additional studies in leadership at St. Catherine University. Leveraging a background in financial and operational performance, she excels in budgeting, forecasting, and analysis to address operational inefficiencies, drive performance excellence, and strategically improve or create solutions for successful outcomes. With a solution- and action- oriented mindset, she is excited to be surrounded by intelligent and driven colleagues and to expand impact on the business community. 

Jeremiah McMillan, Ph.D., Lead Data Scientist

Dr. McMillan has extensive training in applying scientifically rigorous methods and state-of-the-art statistical models to optimize effective talent selection and management. He has several years’ experience developing and validating cognitive and non-cognitive psychological assessments with a specialty in computerized adaptive testing and gamified assessment. He has published and presented his psychometrics-related research internationally. He is passionate about developing data tools and products to improve insights for internal and external SKS stakeholders alike.

Education
University of GeorgiaPh.D., Industrial/Organizational Psychology, 2019

Phillip Starns, MS, Data Analyst, People Analytics

Phillip graduated from Truman State University in Kirksville, Missouri in 2019 where he received his BA in Psychology with a minor in Spanish. His passion for learning led him to Missouri State University where he was awarded a Master of Science degree in Industrial-Organizational Psychology with an emphasis in Research Design and Statistical Methodology. After his academic career Phillip leveraged his data collecting, cleaning, and analysis expertise to help drive meaningful change within various federal and private organizations. Phillip’s analytical, yet creative, problem-solving approach makes him a unique asset to the SKS Data Analytics Team.

Education
Missouri State University – Master of Science, Industrial-Organizational Psychology, 2019 – 2021
Truman State University – Bachelor of Arts, Psychology, 2015 – 2019

Jessie Collins, Client Services Lead, Project Specialist

Jessie is a Client & Assessment Coordinator with SKS Consulting Group. She graduated from Minnesota State University with a B.A. where she studied psychology. Supported by her experience in customer service, she is passionate about delivering high quality service efficiently. She is passionate about helping others, excels in tailoring her approach for each person, and enjoys talking with both candidates and clients.

Mimmie Sjoberg, Client Services Coordinator, Operations Specialist

Mimmie She graduated from the University of Minnesota, Twin Cities with a BA in Technical Theatre and a Minor in Business. Equipped with over a decade of customer service experience, she is dedicated to providing the highest quality support to candidates and clients alike. Her passion for people and can-do attitude proves to be invaluable in providing an exceptional SKS experience. With an eagerness to foster and grow client and candidate relationships, Mimmie looks forward to working with you.

Lindsay Woodworth, Client Services Coordinator

Lindsay graduated from Argosy University with a BA in Psychology. Lindsay has several years of administrative and operational experience and has a passion for the field of Psychology. Her strength in multitasking, strong organizational skills, and a drive for success make Lindsay a valued member of the operations team. Lindsay also brings a strong interpersonal dynamic to SKS Consulting Group, and she is motivated to provide a professional and personable experience for clients, candidates, and colleagues.

Taylor March, Client Services Coordinator

Taylor is a Client Services Coordinator with SKS Consulting Group. She graduated from Iowa State University cum laude with a Bachelor of Arts in Political Science. With a background in client and customer relations, she excels in calendar management, time management, multitasking, and customer service. She has an expertise in providing a quality and supportive candidate experience and excels in providing accurate and quality work in order to ensure positive client and candidate relationships.

Michael Torborg, Client Services Coordinator​

Michael graduated from Metropolitan State University with a BS in Business Administration. He has many years of experience in scheduling and customer service, making him an effective communicator who can prioritize client needs. Being driven by his desire to help others, Michael is motivated to provide the best possible experience for everyone at SKS. Time management, detailed organization, and being a team player are skills that Michael uses to create strong foundations with his clients and team members alike.

Casey Hale, Marketing & Client Relations Coordinator

Casey graduated from the University of St. Thomas in Saint Paul, Minnesota, where she received her BA in Psychology with a minor in Entrepreneurship. She is detail-oriented, has a can-do attitude, and has been regularly recognized for her personable yet professional approach in the workplace. With her passion for making connections, Casey excels at effectively communicating the SKS values, products, and services to our clients and potential clients alike.

Alice Meichsner, Administrative Assistant

Alice is the Administrative Assistant at SKS Consulting Group. She graduated from the University of Minnesota Twin Cities in 2022 with a BA in English. She is known for her enthusiasm and strong interpersonal skills. Using her background in communication and a detail-oriented mindset, she excels in customer relations and office management. With a passion for “people first” business models, she is excited to contribute to a value driven company focused on the client and candidate experience.