The Role Assessments Play in Talent Management
If you had a way to better ensure your organization was hiring the best candidate for a job, internally promoting the best employee and maximizing the potential of its workforce, wouldn’t you try it? Research tells us that nearly 80% of companies with 100 or more employees utilize talent assessments in the recruitment of external hires. This course will not only discuss their use in talent acquisition but also in on-boarding and in on-going talent development. The content is designed for you, the HR professional, to learn about these great tools and how to use them during major phases of the employment cycle.
After this course, you’ll be able to:
Add Talent Assessments to your HR toolkit. Better enable yourself and your management team to win the war for talent and drive business performance.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 2.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Assessment Centers
Module: Assessment Types
Assessment Centers are the most highly customized of the talent assessment approaches as they are a day-in-the-life leadership simulations which the candidates would often participate in multiple simulation exercises. Now assessment centers often involve multiple measures and multiple raters, so an assessment center might consist of an interview as well as a role-play exercise and perhaps additionally there will be a business case analysis and then a presentation of recommendations and maybe even an in-basket exercise. There may also be a negotiation exercise or a subordinate vs. supervisor interaction role play. Often online assessments are also included.
Assessment centers are high fidelity day-in-the-life simulations which makes these costly to design. They are also labor-intensive to administer in terms of logistical time, the staff required to administer the assessment center and we mustn’t forget the logistical expenses for the venue, travel of assessors and participants. Thus assessment centers are most useful for leadership roles and for really critical hires.
Assessment centers can be used for both selection as well as development. Typically, when they are used for development they are referred to as development centers. One of the nice things about assessment centers is they're a high fidelity experience for the participant. Participants see them as clearly job relevant and generally have a positive reaction to them. Assessment centers typically are a half day or full day for the applicant with multiple assessors, multiple measures consisting of simulation exercises and multiple traits or competencies being measured.
These simulation exercises include some combination of role plays, business case study analysis, leaderless group, in-baskets, etc. The cost to design an Assessment Center is high since all the test content and the scoring methodology is custom-tailored for the specific client, the specific job and the specific scenarios in this assessment center. Additionally, the administration costs for an assessment center are high because they require at least one assessor to administer this assessment face-to-face. Though with the advancement of technology, some companies are now conducting virtual assessment centers which reduces the administration, the material costs and even the travel costs.
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Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...