Talent Assessments: The Mechanics
The mechanics of talent assessments provide organizations with a valid and consistent model that help to save valuable costs & resources by targeting specific internal and external benchmarks that can help organizations improve efficiency in candidate evaluation without getting side-tracked.
HireLabs recommends setting up the following model as an internal process for ongoing process improvement and strategic alignment.
Job Survey
A job survey is conducted to identify primary work activities. Various competencies, knowledge, skills, abilities, and other characteristics (KSAOs) are extracted as existing benchmarks set by the organization internally, as well matched against external sector benchmarks. These benchmarks form the core of assessment developments that measure necessary competencies and/or work behaviors.
Assessment Validity
Data-driven – the word that needs to be in constant thought when checking how valid [job-relatedness] the assessments are. Validity helps in HR legal defense [and there have been many cases!], and, ROI calculations through which organizations can formulate further human capital strategies.
Effective Process
The process of implementation needs to be constantly reviewed and refined as needed. This maximizes legal defensibility, ensures valid ROI, and enhances HR capability to position human capital strategically. Ongoing training of HR representatives need to be consistently followed, and any troubleshooting process need to be put in place for efficient administration.
Assessments Optimization
As with any system, the most robust are the ones that are consistently monitored, evaluated, and refined over time to ensure organizational alignment. The nature of organizations are dynamic. Therefore, the systems implemented need to stay ahead of the change curve by adapting and demonstrating an organic structure. Constant modifications and upgradation of assessments become imperative to reflect changes in workforce dynamics.
Evaluation & Improve
The beep system – inconsistencies, ongoing training & development of test administrators, adapting to changes [micro and macro] will be possible only through on-time and consistent evaluation. The improvement of the assessments make use of the data collected by the various metrics put in place during the job survey.
Metrics Data Usage:
– helps to decide what components to add or remove from the assessment
– helps to pinpoint specific importance of particular components
– helps to align assessment instruments, the resulting workforce performance, and the alignment of organizational goals and strategy.
Final note:
Since employee assessments have dual usage – pre-employment screening and workforce development, the major stakeholders will also need to reflect on the importance of managing organizational changes that will ensure a transparent, smooth, and eventually an effective organizational development protocol.