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As the County prepares for tighter resources and the possibility of reduced hiring activity, every opportunity to bring new talent on board becomes even more critical. While we may not be hiring at the same pace as before, this is the perfect time to sharpen our recruitment practices and ensure that every hire is a strategic investment in the future of our workforce.

This interactive seminar is designed for managers who may not be familiar with the County’s hiring process but want to play a stronger role in shaping their teams. You’ll gain a clear, practical understanding of how the civil service examination process works, learn how to work in partnership with your HR team to reduce time-to-hire, and explore how new workforce planning tools can help you anticipate staffing needs, align employee skills, and support long-term team development.

Participants will:

• Demystify the County’s civil service examination process and see how it connects to your hiring goals.
• Partner with HR to move candidates through the process more effectively and reduce time-to-hire.
• Make the most of limited hiring opportunities by selecting candidates who are the best fit for your team’s needs.
• Understand how workforce planning can help managers map skills, predict future gaps, and prepare your team for what’s ahead.

Speakers:

Adam Salgado

Principal Analyst, Department of Human Resources

Adam Salgado holds both a Master of Arts and Bachelor of Arts in Political Science from California State University, Northridge.

With over a decade of progressive experience in public sector human resources, Adam Salgado
currently serves as a Principal Analyst in the Los Angeles County Department of Human Resources, Countywide Talent Assessment Division (CTAD). In this role, he leads a team of professional exam analysts and support staff in delivering comprehensive exam administration, job analysis, and consultative services to County departments. Adam ensures that all recruitment and selection processes adhere to professional testing standards, Civil Service Rules, and federal guidelines.

Since joining the Department of Human Resources in 2013, Adam has advanced through multiple analytical and leadership roles. Over the years, he has overseen the development, validation, and
administration of complex Countywide and departmental selection instruments ranging from job knowledge tests to structured interviews and evaluations of training and experience for departments such as the Chief Executive Office, Fire, Public Social Services, County Counsel, and Child and Family Services.

 

Pamela Missett

Former Chief Deputy, Los Angeles County Department of Human Resources

Pamela Missett brings over 30 years of human resources expertise to the evolving landscape of workforce planning. Pamela joined the County in 2015, where she served as an Assistant Director in the Department of Human Resources overseeing work in compliance, benefits, and hiring.  From 2019 to 2024, she served as the Chief Deputy Director, providing administrative leadership, oversight, and accountability for fiscal budget, information technology, personnel, and other critical administrative functions.  

During her tenure, Ms. Missett was a key contributor to DHR's COVID-19 pandemic response team and championed the advancement and adoption of the County's hybrid and telework opportunities—initiatives that fundamentally transformed how Los Angeles County approaches workplace flexibility. She also played an instrumental role in building and designing an executive recruitment team responsible for recruiting multiple Los Angeles County executives. Prior to her leadership at the County, Ms. Missett served in executive human resource roles with Battelle Memorial Institute and The Aerospace Corporation, Department of Energy and Department of Defense contractors, where she held Q and Top Secret clearances.  

Following her retirement in March 2024, Los Angeles County brought Ms. Missett back to lead an innovative workforce planning project focused on skills intelligence.

 

Johan Julin, Ph.D.

Chief Hiring Strategist, Department of Human Resources

Dr. Julin has more than 13 years of experience driving innovation in public-sector hiring. He leads the County’s hiring innovations initiative, where he applies a data-driven approach to reduce time-to-hire and improve the hiring experience for both candidates and hiring managers. He spearheaded many of the County’s most impactful modernization efforts, including remote proctoring, video interviewing, and the launch of countywide time-to-hire dashboards, and is now advancing new initiatives such as leveraging lived experience in candidate assessment, expanding situational judgment testing, developing tools for non-native English speakers, and strengthening employment pipelines for underrepresented communities.

A recognized thought leader, Dr. Julin has presented his research and strategies to professional audiences, including the Society for Industrial and Organizational Psychologists and Northwestern University’s Kellogg School of Management. Earlier in his career, he provided organizational development services to educators and administrators in the Los Angeles County Office of Education’s Head Start programs. Dr. Julin holds a Ph.D. in Industrial/Organizational Psychology from New York University