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: How to Use the Data
Module: Talent Acquisition: High Volume
Assessment data collected during high volume applicant sorting and sifting can be leveraged in many ways if the data privacy laws in the countries you are doing business in will allow you to retain the data after a hiring decision is made. As a reminder, the US laws for data privacy generally grant the employer the right to retain the data for future reference.
However, the in European Union, Switzerland in particular, and others countries may as well require the data be removed from all systems within a fairly short period of time after an employment decision has been made. If an applicant is not hired, the employment practice in the US is generally that the applicant will not receive any test results nor feedback about the data used to make a hiring decision. However, other countries’ laws about data protection differ.
In the European Union, for example, the applicants have the right to receive feedback on their assessments results, and therefore many employers in the EU have a standard practice to provide a short summary report automatically to each applicant.
Many companies in the US and abroad will have cutoff scores populated into their Applicant Tracking Systems for easy sorting and sifting of high volumes of candidates. As those applicants move further along in the selection process, the firm can use a more detailed test results report.
In the US, the assessment data of applicants who are hired can be leveraged to help the new hire on-board into the organization. We will explore this further in a future lesson. In the US, firms also commonly conduct adverse impact analysis on all the applicants on a quarterly or semi-annual basis. Additionally, this assessment data, in the US, can be used and stored for future talent analytics.
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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...