It is with great pleasure that we welcome you to Evolve 2021 !
2020 was a challenging and difficult year. 2021 is looking a bit brighter. Welcoming you to this event reminds us of the progress our organization has made in the face of the global pandemic.
Before Covid-19, our Symposium was held in person, in the National Capital Region; this year we are thrilled to enjoy this event with all of you 100% virtually!Access the conferences
EPSI is proud to present its new website!
Completely redesigned, it allows you to access the different sections of our site more easily. Access for candidates and for corporate clients will remain in the same place.
EPSI is currently investing in a completely newly designed, robust, and state of the art HR platform. Our clients will have access to a powerful platform that will streamline talent management process and organizational objectives. The new platform will be launched in 2022!
At EPSI, we are focused on one thing: delivering comprehensive expertise to help you get the most from your most important resource: the people.We customize a full range of human resources talent assessment and consulting services to help you overcome immediate challenges and realize long-term goals.
Chat with EPSI to ask any questions about the symposium or for assistance in navigating the platform.
Business Partner : SHL
EPSI is thrilled to partner with SHL to provide our clients with cutting edge solutions, including virtual assessment centers, live coding interviews, 360 degree assessments, and even Realistic Job Previews. SHL brings powerful and transparent AI technology, data science, and objectivity to help companies attract, develop, and grow the workforce they need to succeed in the digital era. An industry leader in assessments and psychometric solutions, SHL has purchased all of the IBM Kenexa assessments. These tests will now be hosted on the EPSI testing platform.
SHL Knowledge Base for Licensed Customers
We work seamlessly with SHL to ensure that current IBM testing and assessment customers receive the service and support they deserve, while preparing them for a successful transition to the EPSI testing platform, where our customers will be able to access the tests of EPSI, IBM and SHL. Our IBM license customers can continue to access Kenexa testing through our partnership with SHL. Read our FAQ in our SHL knowledge base to learn more :
See how SHL is leading the way with AI
Read the SHL whitepaper on what Gen Z has to offer
Our tests have been rebranded!
HRID offers all the solutions necessary to ensure the recruitment and development of the best possible team. Take a look at our new website through the link below: [Link to website] Our Compmetrica tests will continue to be available with Competrica titles and branding to our clients as we transition into our new branding over the next few years.
Visit our new Website
For any questions related to HRID, please contact us at the following address:
In this section, you will find various resources related to the themes that are discussed throughout the day. You will also have access after the Symposium.
Leadership in Times of Change
This video series explains how leaders can manage their organizations in times of change, which is not only relevant in our current pandemic situation, but is also relevant to any other major change that an organization goes through.
Pulse Surveys: Why now?
The HR world is constantly changing. Since the start of the pandemic, the phenomenon has been amplified by the new reality we are facing. IIn this time of crisis, it is more important than ever to understand how your employees are feeling.
The goal of opinion surveys is to get feedback from your employees quickly, allowing you to implement changes quickly. Interview employees to help you determine your strengths and weaknesses in areas such as employee health and safety, communication, adaptability, social responsibility and more!
Learn more in this video capsule.
Our Case Studies
See how we have helped our client organizations solve their challenges.
Organizational Values Exercise
After adoption of its strategic plan for 2015–2019, which set the guidelines to ensure the continued growth and the development of the City of Pointe-Claire, the municipal organization sought a realistic and pragmatic way to bring these goals into day-to-day efforts and firmly establish an organizational culture in line with these priorities
ROI for Selection Services in Financial Institutions
Desjardins was looking for a more cost-effective way to hire a workforce who would fit a new culture geared towards proactive sales supported by customer service, as opposed to the old passive customer-service culture. The banking giant also had the additional challenge of having to implement the same solution across offices spread throughout Ontario, Quebec, and New Brunswick.
The Leadership Test (LEAD-R)
Organizations regularly ask candidates to complete psychometric tests as part of their staffing processes. Successful completion of these tests is often a prerequisite for obtaining the position. Can having already completed a test as part of a personal development process favour a candidate?
Welcome to the meeting place!
Between each team activity, let’s meet here!
Les pâtes exploratrices
Games of Talent
Les randonneurs masqués
Armelle G. T.
A-Team Pampers Hot Wheels
Moubarak I. M.
Victor-Urbain N. N.
The Fish Hikers
Fred C. V.
Les sucrés salés
Family and beach bums
Vicki-Anne Rodrigue, M.Ed., CCC, Senior Consultant and Talent Development Leader Philippe D.
13h00 to 14h15 // FR & EN
Employer Branding | Diversity and Inclusion with Danièle Henkel
Dragonne, écrivaine, femme d’affaires et conférencière, voilà comment on m’introduit ces dernières années. Toutefois, depuis plus de 23 ans, je suis d’abord et avant tout un employeur! Comme plusieurs chefs d’entreprise, j’ai eu à faire face à des défis de taille en ressources humaines. Mon secret? Mettre « l’humain » au centre de nos préoccupations. Mais comment, me direz-vous? Il me fera plaisir de partager ma vision et mes façons de faire; qui vous feront voir les choses différemment.
Danièle Henkel, conférencière invitée
Performance begins with talent assessment
Because too many organizations regret some of their hiring decisions. Do not be one of them. Make good hiring decisions using proven tools, a trusted testing platform, and a dedicated team of assessment experts. In a world where labour shortage is very present and in which potential candidates must be courted, our innovative approach and our renowned assessment tools will allow you, through an enhanced candidate experience, to find rare and sought-after people who possess the competencies of today and tomorrow, in order to ensure the sustainability of your organization and the achievement of desired results.
Candidate experience: Does it matter?
McQuaig says high achievers prefer an approach that promotes their candidate’s experience and a simple and efficient process that promotes the use of online or mobile technology. Deloitte states that a good candidate experience helps maintain a strong and de facto brand image, positively contributing to the ability to attract and retain top talent. Harvard Business Review (HBR) underscores the importance of ensuring a positive candidate experience in order to strengthen the employer brand and improve recruiting efforts and business results.
In other words, a successful candidate experience is good for your organization, but also for your potential candidates. The virtualization of our tools and services, the client-centric and candidate-centric approach, and our assessment expertise are factors that can contribute to your candidate’s experience.
For over 26 years, we have evaluated more than 2 million applications and supported more than 1,500 organizations in over 82 countries. Our online testing platform hosts nearly 800 customer-owned tests and we have developed more than 1000 assessment tools on behalf of our customers. To do this, we use the following highly recognized assessment tools:
Not convinced yet?
Consult the article written by EPSI’s President and UQO Professor, Andér Durivage about the changes to the Assessment World brought by COVID-19
What we can do for talent assessment :
- Selection process management | Mass management
- Competency Assessment
- Evaluation tools Development
- Psychometric tests
- Knowledge tests
- Reference check
- Interview / Virtual Assessment Centre
- Evaluation Feedback
- Evaluation Structure Design
- Online testing platform
- Virtualization of evaluations
- Validity studies Competency Model
- Interview Builder | Revamped Profiler
- Customization of reports/results table
- Client Test hosting Specific Standards Creation
- Evaluation protocol standardization
- Competency profiles identification
- Live Dashboard
Success starts with talent engagement
Content: Because people are at the heart of your success. Put them at the heart of your business decisions. Listen to them and take their pulse using our “survey” toolkit and then take action! Maximize the engagement, performance and retention of your resources.
In a world where productivity and performance of an organization are impacted by the disengagement and demobilization of employees, our unique engagement model, our user-friendly survey platform and our ability to support you in the development of business action plans will allow you to fully understand the challenges of your employees and to activate the right levers in order to increase their commitment and motivation at work and ultimately, the productivity and performance of your organization.
Ekko: the online platform powered by EPSI. Simple, user-friendly and ensuring user privacy. Here is an overview of this platform:
View a sample dashboard that gives you a quick view of the survey results for a work unit.
Here is an example of an executive summary following the completion of an employee engagement survey.
In times of pandemic, the use of quick polls to take the pulse of employees is an interesting and important avenue to ensure the well-being of its employees. Watch the webinar in which we discussed its importance and especially its relevance in times of uncertainty:
What we can do for talent engagement:
- Annual engagement survey | Quick poll | Live poll
- Questionnaire Development
- Comparison standards
- Executive presentation
- Discussion groups
- Manager Presentation
- Employee Presentation
- Action plans
- Mobilization workshops
- Training of workshop trainers
- Mobilization meetings for executives
- Pre-survey presentation for managers
- Portal for managers | action plans
- Live dashboard
- Comments & feelings analysis
- Creation of specific standards
- Customizing reports | Custom clusters
- Integration of historical data
For more information, see the Ekko platform information sheet.
Sustainability begins with the development of talents and organizations.
Because a person and an organization should never stop learning and reinventing themselves. Make sure you grow using our organizational development approaches, training and professional development programs. In a world where organizations must constantly adapt and where talents are in constant search of learning and new responsibilities, our development programs and professional training, our support and coaching services and our approach to design organizational structure will allow your organization and your employees to evolve, develop and reinvent themselves in order to ensure that you are able to navigate this new normal, optimize the use of resources and increase productivity and the achievement of personal, professional and organizational goals.
Investing in your employees: a winning and profitable approach
According to Forbes, the cost of replacing an employee, including direct and indirect costs, can reach more than the person who has left’s annual salary. Gallup goes even further in its analysis, claiming that the cost of replacing a person can reach up to twice their annual salary. In a recent study conducted by Gartner (2021), 68% of HR leaders identified the development of critical skills as their number one priority for 2021, among others, to enable organizations to continue their transformation and growth. On the other hand, according to a study conducted by LinkedIn (2018), 94% of employees would stay in a company longer if it invested in their career development; Another study by Forbes (2019) found that 86% of those surveyed would change jobs if it gave them more opportunities for professional development.
The investment is definitely worth it. Investing in employee development contributes positively to the brand image of an organization; enables employees to thrive in their jobs, which positively impacts workplace well-being and employee retention; provides the organization with a workforce with the current and future skills needed to support its growth, and; prepares the next generation and the leaders of tomorrow.
Our training plans and programs are interesting in order to contribute to the development of your employees. Consult our training sessions as well as our available training plans.
Coaching is also an interesting avenue to consider. The goal of this creative process is to enable a client to maximize their potential. During the coaching sessions, the consultant takes the time to establish a partnership based on trust. The coach helps the client to become aware, create a vision, set goals and develop an action plan. The coach helps the client take action that will lead to results.
Leadership development and exercise is very important and critical with the period of uncertainty in which we are immersed, watch or review the webinar Adapting your leadership in a pandemic:
Planning and alignment of resources with organizational goals
The best strategists plan rather than improvise. In this regard, human resource specialists need to consider questions fundamentally linked to the future of their organization, such as: How many employees are due to retire? Who will replace them? What skills do candidates need to fill the vacancies? How do we train the next generation of employees and how can we ensure the retention of new staff? Are our organizational structure and work organization optimal to achieve our results? Are our efforts aligned with the vision, mission and values of the organization? These questions are relevant and deserve attention.
Read some case studies reflecting our approach to organizational development:
Improve the employee experience through an end-of-employment questionnaire
What we do in terms of talent and organizational development:
- Professional development
- Leadership development
- Organizational design
- Succession planning
- Career guidance
- Entrepreneurial coaching
- Organizational coaching
- Management coaching
- Questionnaire / 360 Feedback
- Psychometric test
- Interest tests
- Implementation of the skills-based approach
- Arrival and departure interviews
- Training plans
Forbes (1). Gallup. Gartner. Linkedin. Forbes (2).
Contribute to improving the performance of your staff with the EPSI Academy
The EPSI Academy is a team of human resources experts who specialize in learning, coaching and the latest industry research in talent assessment, engagement and development.
It is designed to educate and support internal resources and clients who use our talent management products throughout the employee lifecycle of assessment, growth and engagement. The Academy is committed to improving clients’ understanding of HR best practices and helping them find innovative and effective solutions to their most pressing challenges and concerns.
It offers a diverse range of training courses, focusing specifically on the following subjects:
- The structured interview
- The skills-based approach
- The winning practices of teleworking
- Strategic thinking
- Feedback and skills development
- Psychometric tools
- TACT accreditation
- Emotional intelligence
- Time and performance management
- Accommodation measures
See the complete description and calendar of the trainings offered by the EPSI Academy
Diversity & inclusion
The importance of diversity and inclusion in creating a strong employer brand
There are several advantages to being an inclusive and diverse employer. A study by Cloverpop (2017) reported that an inclusive and diverse workforce makes better business decisions 87% of the time. It also speeds up decision-making and cuts meeting times in half, and diversity and inclusion improves business team outcomes by 60%. A study conducted by the Harvard Business Review (2019) illustrated that to thrive in a highly uncertain and volatile competitive environment, organizations with a strong creative capacity and a significant diversity of its employees are best equipped to achieve it. Changeboard (2015) notes that employees of diverse and inclusive organizations work 12% harder, 19% more likely to stay longer in the organization, and 57% collaborate more effectively with their colleagues.
Gallup (2016) demonstrated that employee engagement and inclusion are intimately linked; the combination of employee engagement and gender diversity resulted in 46% to 58% higher financial performance (comparable income and net profit, respectively) for organizations above the median for the engagement and gender diversity, compared to those below the median for both. The study also found that engaged employees are more likely to say their company values diverse ideas and does the right thing.
Discover the report your hiring manager will receive when a candidate completes our Diversity Test
If you want to know more about employer branding, check out the following blog, in two parts:
The importance of entrepreneurship to ensure the sustainability of your organization
An entrepreneur who is preparing for their departure is worth 2! Entrepreneurial succession is very important to ensure that at the time of pre-retirement, retirement or even involuntary departure of an entrepreneur, their business can survive. Several reasons support the importance of working on a succession plan whether it is a small or a large business.
To do this, we have developed an entrepreneurship test that consists of measuring the following elements:
- Global entrepreneurship index (which will indicate the extent to which the person is likely to be successful as an entrepreneur)
- Possible facilitating context (family of entrepreneurs / access to resources / education / experience / available support / contacts & network)
- Motivation level (what motivates the person to become an entrepreneur / Status – Lifestyle – Benefits)
- Entrepreneurial personality (self-confidence / energy level / resilience / creativity / risk taking)
- Entrepreneur type (Actor / Director / Innovator / Leader / Opportunist / Pioneer / Explorer / Entrepreneur)
- Perceived cognitive skills (problem solving skills self-assessment)
- Intentions (prediction of the intention to become an entrepreneur)
The information obtained as a result of taking this test will provide you with the assurance and direction to take with a potential entrepreneur or buyer. The sustainability of an organization depends on an objective measurement of its potential succession. The entrepreneurship test will give you the tools you need to take action in the future. It is better to see it clearly now, in order to ensure that the transfer of your organization is done in the right way and to the right person (s). Interested in finding out more? Please do not hesitate to get in touch with us.
Entrepreneurship as a skill
The COVID-19 pandemic has resulted in a crisis situation that has sparked upheaval in workplaces. Whether they are self-employed workers or workers in the public, parapublic or private sectors, organizations have had to mobilize themselves and mobilize their workforce to remain productive and relevant in order to guarantee their survival and sustainability after the pandemic.
The need to stay adaptable has motivated us to go further and consider other key skills that today’s employers will look for in their employees of tomorrow. Our research yielded some interesting findings and the following five key skills were identified: teamwork, compliance and career guidance; empathy; knowledge of data; adaptability and resilience; and entrepreneurship.
Note that among the identified skills is entrepreneurship. Why is it so important? Entrepreneurship is one of the most essential skills to date. Having a strong entrepreneurial spirit can be “the key to lifting people out of poverty,” says Veronica Colondam, Founder and CEO of the YCAB Foundation. According to Colondam, it’s not enough to be creative, innovative and collaborative – you also need to know when to apply each of these related skills in a business context. Entrepreneurial people are often financially literate and learn from past mistakes. These lessons sometimes allow them to double and triple their income. People with a strong entrepreneurial spirit will be the leaders of tomorrow. Ms. Colondam goes on to say that these three specific skills – entrepreneurship, creativity and innovation – “will help create a generation of innovators who not only survive, but actually make a difference in the state of the world. The future belongs to these innovative and creative people. “In times of pandemic, constant change and uncertainty, entrepreneurship greatly facilitates an organization to reinvent itself, to perform better and to find ways of doing things to be more efficient’’.
Visit the following blog to learn more about the other skills that will be important for the employees of tomorrow.
Become a manager or grow as a manager… you can cultivate it!
A survey by Gartner (2020) found that 33% of CHOs admitted to having difficulty developing senior managers and 45% of middle managers and found that 81% of senior HR leaders identified lack of preparation as the main reason why a high potential candidate has not been able to effectively occupy a leadership position.
In this context, a person wishing to become a manager or take on a more important managerial role is entitled to ask the question whether they are sufficiently ready for the next stage of their career. It is with this in mind that we have developed the EPSI-DEV.
The EPSI-DEV solution is a professional management development tool that assesses the gap between a candidate’s management potential and their career aspirations. Regardless of the level of management targeted, this solution makes it possible to identify their potential by taking into account all the important elements for management development.
What they said about EPSI-DEV A study carried out by a specialized firm among users of EPSI-DEV.
- The reactions of the participants are very positive.
- Many recognize in the solution an approach that is both very interesting and relevant, from several points of view:
- The assessed dimensions (experience, cognitive, motivation and leadership) are considered very complete and appropriate for assessing management potential;
- The idea of a solution to arrive at a very concrete action plan and targeting key improvements in employee development is seen as an added value;
- The solution is seen as a tool that would be very useful for both aspiring and experienced managers.
Interested in finding out more? Please do not hesitate to get in touch with us
Investing in professional development is important and helps extend the stay of key people in your organization. According to LinkedIn’s Workplace Learning Report (2018), 94% of employees would have stayed longer in the same organization if it had invested in their careers.
Cultivate your talents. Retention pays off. Equally important is the preparation of the manager or executive of tomorrow. Think about it today!
Gartner (2020). Linkedin (2018).
Time for a break…an HR break!
Podcasts EPSI is thrilled to share our new podcasts with you. We have been working with our partner SHL to bring you a number of Talent Talks in the coming months. Here you can see the first talent talk with Executive Director, Talent Management, Marla Vega.
Co-chaired by Nicolas Roy, Vice-president at EPSI and CRHA and Sylvain Tessier, President at ST Marketing. A podcast on human resource management can be complex at times, but let’s take the time, one break at a time, to discuss it over coffee. Nicolas Roy, Vice-president at EPSI and CRHA and Sylvain Tessier, President at ST Marketing discuss and question specialists or entrepreneurs every week on issues in human resource management.
Each episode contains tips to integrate into your daily life, information that will make you think about these issues and ideas that will stimulate discussions about your organization and your approaches.
Épisode 1. La place du bonheur au travail… en temps de crise!
Guest: Dr. Andreea Vanacker, President of Sparkx5 and Member of the HR Council of Forbes
Épisode 2. La santé mentale et le télétravail : de bons colocataires?
Guest: Vicki-Anne Rodrigue, Senior Consultant and Talent Development Leader at EPSI.
Épisode 3. Coming Soon
Guest: Marie-Christine Drouin, Organizational Psychologist and Leader in Talent Assessment at EPSI.
About Nicolas Roy
With over 16 years of experience in human resource management, Nicolas is the leader of a group of very talented HR professionals. A respected human resources expert with extensive experience in leading talent management projects and high-level organizational design initiatives, he has more than 1,000 interventions to date.
Motivator, presenter, strategist and businessman with the ability to influence, engage and empower clients, partners and colleagues. He is a member of the Order of Certified Human Resources Advisors and was awarded the Medal of the National Assembly of Quebec.
About Sylvain Tessier
With 35 years of experience as an advisor, Sylvain is recognized for his expertise in growth and sales strategy, strategic planning and market research. He is a certified trainer, an expert consultant and member of STIQ (Sous-Traitance Industrielle du Québec) and of the Groupement des chefs d’entreprise du Québec (since 2008). He has also worked for organizations such as Cossette (director of research), Desjardins (director of research and strategic monitoring) and CRIQ (director of marketing).
Trait d’union Outaouais
To mark World Autism Month, we would like to introduce Trait d’Union Outaouais, a non-profit organization established in the region for over 25 years.
Offer services to people with autism to promote their integration into the community.
- Help people with autism to develop their potential;
- Break the isolation of people with autism and their families;
- Inform families of people with autism about the resources that meet their needs;
- Collaborate with the family and the various partners so that everyone uses the same approach with the autistic person;
- Encourage the creation of new services in the region;
- Make the community aware of the realities experienced by people with autism and those around them.
Since May 2018, EPSI has been helping to raise funds which mainly serve to finance specialized day camps for our autistic friends. We invite you to register for our Marchons / Courons pour Trait d’Union event or to donate via the link below :
All voluntary donations from registrations for the 2021 Symposium, the Marchons / Courons event and activities carried out within the EPSI team will be donated to Trait d’Union Outaouais.
We sincerely thank you for your great generosity!
Table #10: Discussion Table (EN)
Mastering the five pillars of wellbeing
Andreea Dutescu Vanacker, Ph.D. CEO at SPARKX5
Table #11: Discussion Table (FR)
Profil du leader de demain : l’évaluer pour mieux l’accompagner
Marie-Christine Drouin, M.Ps., Psychologue organisationnelle et Leader en évaluation des talents chez EPSI et Audrey-Ann Tully de Cotret, M.Sc., Consultante en psychologie organisationnelle chez EPSI et Étudiante au doctorat, Organisations et RH
Table #12: Discussion Table (EN)
Professional development strikes back : finding your inner career jedi
Vicki-Anne Rodrigue, M.Ed., CCC, Senior Consultant and Talent Development Leader and EPSI and Stéphanie Crites, C.O, Organizational Guidance Counselor and Senior Talent Management Consultant at EPSI