Talent Management - November 2008 - (Page 20) recruitment & retention assessment & evaluation compensation & benefits performance management learning & development succession planning [assessment & evaluation] by Deanna Hartley Be Prepared: Readiness Assessments Savvy talent managers would rather know sooner than later that the candidate chosen is the right fit and assessments give them objective information to facilitate decision making. It’s just as important to choose the right assessment for the job as it is to use the information provided correctly. O rganizations use a variety of readiness assessments to determine whether candidates are ready for high-risk or senior-leadership roles before appointing someone who could be detrimental to the organization. But it is increasingly common for companies to perform readiness assessments for entry-level and other lower-risk positions, as well. “[Readiness assessments] can be used in the total life cycle of an employee — from the pre-employment phase to the development of the individual — and [companies can] use the same assessments for succession planning,” said Dr. Hennie Kriek, president of SHL Americas. Kriek defined readiness assessments as objective assessments to determine whether or not individuals are ready to move to higher levels of complexity in their current jobs or — in the case of pre-employment assessments — to determine whether a candidate is ready for a particular job in an organization. In the past, there has been a stronger emphasis on backward-looking assessments that look at an individual’s previous assignments. Kriek said an emerging trend in talent management is forward-looking assessments that try to objectively assess and predict how someone would perform a job or how good the fit would be in the future. A combination of personality- or behavioral-based questions and skills-based assessments that determine a candidate’s competency level can provide meaningful insight as to whether a candidate will be able to perform a particular job in the future. Kriek noted that the latest developments in this area are personality-based and competency-based combinations. 20 November 2008 talent management magazine www.talentmgt.com http://www.talentmgt.com
Table of Contents Feed for the Digital Edition of Talent Management - November 2008 Talent Management - November 2008 Editor’s Letter Contents Human Performance Leading Edge Learning Connections Recruitment & Retention Assessment & Evaluation Compensation & Benefits Performance Management Learning & Development Succession Planning Insight Dashboard Application Advertisers’ Index Editorial Resources Full Potential Talent Management - November 2008 Talent Management - November 2008 - (Page Intro) Talent Management - November 2008 - Talent Management - November 2008 (Page Cover1) Talent Management - November 2008 - Talent Management - November 2008 (Page Cover2) Talent Management - November 2008 - Talent Management - November 2008 (Page 3) Talent Management - November 2008 - Editor’s Letter (Page 4) Talent Management - November 2008 - Editor’s Letter (Page 5) Talent Management - November 2008 - Editor’s Letter (Page 6) Talent Management - November 2008 - Editor’s Letter (Page 7) Talent Management - November 2008 - Contents (Page 8) Talent Management - November 2008 - Contents (Page 9) Talent Management - November 2008 - Human Performance (Page 10) Talent Management - November 2008 - Human Performance (Page 11) Talent Management - November 2008 - Leading Edge (Page 12) Talent Management - November 2008 - Leading Edge (Page 13) Talent Management - November 2008 - Learning Connections (Page 14) Talent Management - November 2008 - Learning Connections (Page 15) Talent Management - November 2008 - Recruitment & Retention (Page 16) Talent Management - November 2008 - Recruitment & Retention (Page 17) Talent Management - November 2008 - Recruitment & Retention (Page 18) Talent Management - November 2008 - Recruitment & Retention (Page 19) Talent Management - November 2008 - Assessment & Evaluation (Page 20) Talent Management - November 2008 - Assessment & Evaluation (Page 21) Talent Management - November 2008 - Assessment & Evaluation (Page 22) Talent Management - November 2008 - Assessment & Evaluation (Page 23) Talent Management - November 2008 - Compensation & Benefits (Page 24) Talent Management - November 2008 - Compensation & Benefits (Page 25) Talent Management - November 2008 - Compensation & Benefits (Page 26) Talent Management - November 2008 - Compensation & Benefits (Page 27) Talent Management - November 2008 - Compensation & Benefits (Page 28) Talent Management - November 2008 - Compensation & Benefits (Page 29) Talent Management - November 2008 - Performance Management (Page 30) Talent Management - November 2008 - Performance Management (Page 31) Talent Management - November 2008 - Performance Management (Page 32) Talent Management - November 2008 - Performance Management (Page 33) Talent Management - November 2008 - Learning & Development (Page 34) Talent Management - November 2008 - Learning & Development (Page 35) Talent Management - November 2008 - Succession Planning (Page 36) Talent Management - November 2008 - Succession Planning (Page 37) Talent Management - November 2008 - Succession Planning (Page 38) Talent Management - November 2008 - Succession Planning (Page 39) Talent Management - November 2008 - Insight (Page 40) Talent Management - November 2008 - Insight (Page 41) Talent Management - November 2008 - Dashboard (Page 42) Talent Management - November 2008 - Dashboard (Page 43) Talent Management - November 2008 - Dashboard (Page 44) Talent Management - November 2008 - Dashboard (Page 45) Talent Management - November 2008 - Application (Page 46) Talent Management - November 2008 - Application (Page 47) Talent Management - November 2008 - Application (Page 48) Talent Management - November 2008 - Editorial Resources (Page 49) Talent Management - November 2008 - Full Potential (Page 50) Talent Management - November 2008 - Full Potential (Page Cover3) Talent Management - November 2008 - Full Potential (Page Cover4)
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