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: What Tools to Use
Module: Talent Acquisition: High Volume
Your goal in using assessments at this early stage of the recruitment process with a high volume of applicants is to efficiently sort and sift the applicants so you can quickly determine who should proceed to the next stage. Hence you will want to use inexpensive, off-the-shelf, objective assessments that are able to be administered online in the languages needed for your applicant population. These should also be short time duration tests to minimize the applicant’s time commitment at this early stage of the selection process.
Aim for no more than 30-minutes total including the job application form and test the administration time at this initial stage. By keeping all of this to under 30-minutes, you are minimizing the burden that you place on the applicants and reducing the likelihood that they will stop the job application process before it is complete. The assessments that offer the most utility at this stage are inexpensive and have hundreds of criterion-related validation studies. They correlate to job performance for all types of jobs, job-levels, industries and countries.
Including (1) integrity tests, (2) general intelligence or “IQ” tests and (3) job-related performance-based skills test. There is also a subjective assessment that due to the advancements in technology in the last few years, can be leveraged for high volume screening in a cost efficient manner that is also worth considering. This is a special variety of Video Interviews which we will explore further in a later lesson.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
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...