Dr. Dumais is an accomplished organizational psychologist with expertise in executive coaching, leadership development, talent assessment, and human resource management.
Complimenting his work as a Consultant for distinguished human capital consulting firms, Dr. Dumais’ tenure as a an HR Manager has afforded him direct leadership experience and a broad knowledge of the human resources field.Moreover, he has gained valuable industry-specific experience working with top-tier companies in the pharmaceutical, retail, medical technology, digital marketing, financial, health, hospitality, manufacturing, and energy markets, among others.
Perhaps most notably, Dr. Dumais has a proven ability to partner with people to help them achieve business goals, and he can collaborate effectively with senior management in support of corporate initiatives.In cooperation with key stakeholders, he has successfully designed and implemented strategic programs for talent development, succession planning, recruitment, selection, and retention.
Dr. Dumais earned his Doctorate in Psychology from the Illinois School of Professional Psychology in Chicago, and he received his Bachelor degrees in Psychology and Health and Human Services from the State University of New York at Buffalo.In addition, he is certified as a Senior Professional in Human Resources.
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How much time, money, effort, and other resources does a bad hire cost your company?What if you could make better hiring decisions by knowing if a candidate’s personality profile and thinking skills fit what is needed for success in a role?We specialize in using a wide-range of well-validated and reliable psychological assessments and interview techniques to gauge a candidate’s personality characteristics, interpersonal skills, reasoning abilities, and overall level of fit for a job.
Psychological Assessment for Employee Promotion:
Is an employee truly ready to handle the increased responsibility that comes with a promotion?And if so, what skills will they have to develop to meet the demands of the new role?We use a series of psychological assessments and interview techniques to evaluate internal candidates and provide the information needed to make wise decisions about who to promote and how to develop them to handle higher-levels of responsibility.
Psychological Assessment for Employee Development:
Employees are more motivated, productive, and likely to stay dedicated to companies that help them to hone their skills, develop professionally, and advance in their career.Psychological assessments and interview techniques can be used for purely developmental purposes, with the aim of giving employees “news they can use” in terms of strengths they possess (and can build upon) and weaknesses that would be most worthwhile to work on (e.g., to help them advance in their career).
360 Degree Surveys:
360 degree surveys are a structured way to gather information about how coworkers perceive an employee in terms of their ability to achieve results, interpersonal skills, reasoning and problem-solving skills, etc.By soliciting anonymous feedback from different groups of coworkers, 360 degree survey information can provide insights into how an employee is perceived by bosses, peers, customers, direct reports, etc. so they can adjust accordingly and optimize their approach to working with others.
Employee Development Planning:
Development planning puts valuable information from sources like psychological assessments, 360 surveys, performance reviews, etc. into action.Our Consultants work collaboratively with employees to define their professional development goals (e.g., thinking more strategically, being more effective at handling difficult conversations, etc.) and identify clear and measurable action-steps they can take to grow tangibly in those areas.Once the development plan is created, we then work closely with employees to execute their plan and overcome any obstacles.
With our expertise in learning and human behavior, our Business Psychologists are experts at coaching your employees to strengthen their abilities, broaden their skill-sets, and perform more effectively.Executive coaching is often a key component in succession planning and leadership development programs, and can make a worthwhile difference in terms of bringing out the best in your employees.