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.
Module: Talent Acquisition: Low Volume
In a prior lesson, we discussed using assessments for high volume applicant sifting. Did you know you can also include assessments in the middle stage and latter stage of the talent acquisition process? In this lesson, we’ll discuss why assessments are valuable at these middle and latter stages for employee selection decisions.
After applicants have progressed further into the recruitment process and showed some early indicators of job fit, we move into the middle phase of the talent acquisition process. At this point instead of 1000s of applicants you may have a few 100 or a bit less. If this is the case, the goal at this middle stage is to try to determine which candidates are put on the short list of applicants because they seem best suited for the role in terms of job fit and organizational fit.
If you already have a short list of less than 20 applicants at this point, then your goal is still to prioritize the applicants on this list to expedite them through the selection process before a competitor hires your best ones.
Finally, in the latter stage, the assessment results may be used in conjunction with in-person interviews as additional data which can be explored further during the interview process in order to better inform the interviewer about the candidates. In this case, the goal is to reduce the risk of a poor hire by collecting additional data points that help inform you and your team during these final stages in the selection decision.
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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...