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: Dos and Don'ts
Module: Talent Acquisition: Low Volume
Your role as the HR Professional is to increase the likelihood that the applicants who are referred to the hiring manager for interviews are of high quality. It is also advisable to leverage assessments at the early, mid and latter phases of the recruitment process. Doing so allows you to more efficiently sift candidates and then be more certain that any applicants the hiring manager does get the chance to interview is already deemed a good or great fit for the job and the organization.
This way you can prevent a poor or mediocre candidate from falling into favor with the hiring manager. If this happens before the hiring manager sees the assessment data, it is unlikely they will consider anything that doesn’t support his or her favorable evaluation of the applicant.
Also, it is worth mentioning that some firms make it a policy not to share these assessment results with the hiring managers due to concerns that they will misinterpret or otherwise misuse the data. This works perfectly well if the hiring manager is only forwarded applicants who have passed the assessments and the recruiter’s in-depth structured interviews. In these cases, the hiring manager and key stakeholders will do their own technical knowledge, skills and work experience focused interviews. They will likely also try to establish a general sense of how well the applicant fits into their specific work team.
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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...