His consulting practice is currently focusing on human capital supply-chain challenges at all levels.
Employers, industries, regions, states, and nations need to manage their talent supply-chains to assure competitiveness in the knowledge economy. Organizations need to implement the right processes, tools, and measurements to support their performance improvement objectives. Bill has developed a crisp, clear, no nonsense approach to organizational performance improvement. He developed and implemented these techniques, with excellent results, during his 25 years of industry experience with various organizations in the roles of engineer, supervisor, vice president sales, general manager, president, and CEO. Since 1999, he has been working with clients around the world to teach them these straightforward methods and provide step-by-step coaching as they use these techniques to achieve their goals.
Bill is an author and frequent speaker on Talent Supply Chain Management (TSCM) and evidence-based talent decisions. TSCM is a holistic set of solutions that enables employers to build reliable pipelines of high quality talent to meet their needs. Smart systems help individuals make better decisions based on good data. TSCM is a smart system that improves three key decisions:
Organizations make better selection decisions by creating highly effective teamwork between human resources specialists and hiring managers around evidence of competencies,Organizations make better sourcing decisions by proactively providing key data to talent suppliers, andIndividuals make better development decisions by understanding the competencies required to be successful and by using this knowledge to target their optimal next career step.
The talent supply chain system coordinates these key decisions and the flow of talent into and within the organization to optimize the alignment of talent resources to the organization’s goals.
Bill’s recent work with ONET data includes: Job families defined by ONET codes that leverage ONET data for job grouping, The ONET-based job analysis process, O-NET based competency families, and Leveraging ONET data as a foundation for alternative validation strategies.

His recent work focuses on the development of computer adaptive personality assessments that are resistant to faking. Drasgow is a former chairperson of the U.S. Department of Defense’s Advisory Committee on Military Personnel Testing, the American Psychological Association’s Taskforce on Internet Testing, and the American Institute of Certified Public Accountants’ Psychometric Oversight Committee. He is a former President of the Society for Industrial and Organizational Psychology (SIOP), received the SIOP Distinguished Scientific Contributions Award in 2008, and received the 2016 Distinguished Career Award from the Academy of Management Research Method Division. He was the recipient of the 2015 M. Scott Myers Award for Applied Research in the Workplace from SIOP for the development and validation of the Tailored Adaptive Personality Assessment System (TAPAS) … now used for over 1 million candidates.

As EEOC’s Chief Psychologist in the mid-1970s, Jim drafted the Uniform Guidelines on Employee Selection Procedures and returned to serve as Special Assistant to EEOC’s Chairman for whom he drafted the “race norming” prohibition in the Civil Rights Act of 1991. Jim was awarded the M. Scott Myers Award for Applied Research in the Workplace by the Society for Industrial & Organizational Psychology (SIOP) for developing the valid, legally defensible employment tests used by TSA to hire fifty-thousand airport security screeners. This assessment system was developed and deployed in only a few months. The country was in crisis following the 9/11 attacks. The U.S. Government made the decision to replace all airport security contractors with Transportation Security Agents. Jim was a member of the team that designed and delivered the screening process to hire those TSA agents on an expedited schedule (six weeks start to finish).

James has provided technical assistance to several national non-profits and spoken about evidence-based selection processes at national workforce conferences. He worked with Bill to develop the Metrics Reporting O*NET-based Confirmatory Job Analysis process, and he has conducted job analyses for dozens of organizations across America. He holds a PhD in political science from the University of Dallas and has taught political theory at the University of Texas at Austin and Santa Clara University in California.

Rachel graduated Magna Cum Laude from the University of South Florida with a BA in Psychology. Her career in workforce includes positions at ACT; ACT Bridge; Metrics Reporting; and Ottawa County Michigan Works serving in roles focused on consulting, process improvement, metrics, job analysis, assessments, industrial psychology, as well as building and managing software as a service products. Additionally, Rachel is an experienced project manager, leading and managing a team of Program Managers at a custom software development organization prior to joining HireReach. Most recently, Rachel served as the project manager and consultant for HireReach, a program designed to support employers in adopting a skills-based model for hiring and promotions through the implementation of evidence-based selection. Today Rachel is the Director of Consulting Services and continues to serve as the technical consultant supporting HireReach and JOFI Assessment customers.

Throughout his career, Justin has helped organizations translate research, technology, and complex solutions into products and experiences that create meaningful value for students, educators, employers, and individuals navigating important career decisions. His experience spans organizations ranging from emerging businesses to billion-dollar enterprises, giving him a broad perspective on strategy, growth, organizational leadership, and market development.

Justin is particularly interested in improving how people make education and career decisions and in expanding access to the information, tools, and guidance individuals need to identify paths where they can succeed and thrive.