Focused Talent Assessments Secure Best Outcomes

Organizations that utilize a structured and competency-based talent assessment process recognize the value of this approach. They also experience improved talent selection and development outcomes whether using individual assessment or group (assessment center) talent assessments. Research indicates that a utilizing a multiple-method talent assessment process based on a success profile is a higher predictor of on-the-job performance versus relying on an interview when predicting likely success in a new role.

 

When assessing high-potential performers or external candidates, market-leading organizations employ multi-method talent assessment processes.  Individuals that participate in individual or group talent assessments may:

Complete and thorough diagnostic talent management assessments, which are adaptable, are the most successful. Agile assessments answer questions regarding performance and provide specific recommendations that can immediately be put into action.  Talent assessment information for an individual and groups can be used to make better promotion/selection decisions, focus an individual’s development for a targeted position and provide information on group capabilities to help design development initiatives.

 

When conducting talent assessments, having a third party perspective is invaluable. Individuals participating in the assessment, as well as internal leaders, see external consultants as being more objective and not having a vested interest in promoting one individual versus another.

 

Unbiased talent assessments can provide insights into an individual’s values – i.e., what motivates them to do a job well reveals specific patterns of behaviors, and whether or not they possess the talents required to perform and deliver successful outcomes.

 

The result is informed knowledge. This determines if individuals have star potential, what they can contribute, and, specifically, how likely they are likely to successfully perform in a particular role.

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