When competency based assessments are integrated components of your recruiting, development and advancement processes, you significantly improve the odds that you are hiring and advancing the individuals who are most likely to deliver on the business’s strategic priorities.
Systematic talent assessment tools will optimize performance if people clearly understand organizational expectations. High-potentials – and, in fact, all employees – can benefit from feedback that provides insights concerning how they are perceived to perform by others and how skilled they are on “success profile” competencies. For individual contributors aspiring to leadership roles gaining insights into how well they are at partnering or developing organizational talent helps guide their development and preparation for their next career step.
When evaluating assessment tools, Right Management examines the reliability, and validity, of each tool used in assessment processes. Reliability is based on the measurement’s quality and consistency. Validity is the most important consideration in determining what test or measure to use. The concept refers to the appropriateness, meaningfulness, and usefulness of the specific inferences made from tests scores. More simply put – does it measure what it claims to? At Right Management we consider ourselves to be “instrument agnostics.” Since we are not an instrument publisher we look for the test/instrument that is the best measure of the concept or capability that contributes to success in the job. If a client prefers one reliable and valid instrument over another we incorporate the preferred instrument into the selection process.
A successful talent assessment process means partnering with HR to design the assessment strategy – i.e., determining the availability of candidates in the market, identifying the competencies required to achieve the strategic business priorities that must be completed by the individuals selected, and determining if a third party will assess the personal style and capabilities of candidates through instruments and simulations.
The hiring manager and HR shares talent assessment process roles and responsibilities – e.g., HR places the names of qualified preference candidates at the top of each category; the hiring manager may select any eligible candidate in that preferred candidate category.
When hiring managers work closely in alignment with HR, this means they can more rapidly source the best talent, assess candidates, accelerate the hiring process, and resolve their talent management challenges.
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