Talent Assessment Strategy USA: High End Recruiting Solutions Delivered with Zeal

Talent assessment strategy USA is not just a human resource key word term that you will come across. It is a key deliverable that can be competently applied to attract and identify the most suitable candidates in different industry verticals. Additionally, talent assessment strategy is a decisive x-factor in the business economy.  This is why your talent assessment strategy needs to identify high potential employees who will become even more valuable in the years to come.  An employee’s potential sets the upper limits of their development range.  Businesses can leverage their talent assessment strategy to develop a strong and healthy pipeline of innovators and leaders for the future.  The organization’s efforts to attract and hire these high potentials today will produce improved business results year after year.  

Recruit candidates with a winner’s attitude

Talent assessment strategy USA provides the company with an opportunity to hire people who have a winner’s attitude (i.e. someone who believes in their success regardless of their current position in life). These people will help the organization establish an employer brand that will attract other high potentials which in turn leverages the performance of the company upwards.

Recruit candidates with high work ethic and ambition

There is no substitute for the motivation to work hard, achieve, and do whatever it takes to get the job done.  Drive can be evaluated by talent assessments that measure conscientiousness, achievement motivation, and ambition. It can also be identified behaviorally — as demonstrated by how hard an individual works, their willingness to take on extra duties and assignments, their eagerness for more responsibility, and even their readiness to sacrifice.

Recruit candidates with exceptional interpersonal competencies

High EQ can be defined as the ability to manage yourself and the ability to manage other relationships. People who have high EQ are enjoyable to deal with and they are likeable.  They have high ethical standards or values and they are good organizational citizens overall.  They are perceived as bright, influential, action-oriented and even charismatic in how they approach challenges.

Recruit candidates with high cognitive ability

It is important to identify the candidate’s potential to excel in a more complex job at some point in the future. The single-best predictor of the ability to master more complex responsibilities is cognitive ability. Cognitive ability includes learning speed but also the motivation to learn new knowledge and competencies.

Recruit candidates with vision and imagination

We can define Vision as the ability to imagine the future with an entrepreneurial mindset. People who have this ability will be the innovators within your organization in the years to come.  They will see new business opportunities that others can’t imagine.

Recruit candidates with high integrity

We believe there is no greater quality in business than integrity.  People of high integrity treat people fairly and honestly. In this way, they build a broad network of good relationships and they can form alliances for various purposes.  They can be persuasive with a wide range of stakeholders.

Client Satisfaction Indicators

There are several good indicators of Client Satisfaction included in the concept of Quality of Hire:  1) Retention - The total number of months the new hire remains in the position. 2. Ramp-up Time - The total number of months that a new hire takes to reach full productivity in their role. 3. Hiring Manager Satisfaction -Their satisfaction rating of the competencies, performance and overall fit of the new hire.

The talent assessment strategies implemented by Hire Smart are focused on attracting and identifying candidates with high potential, in addition to their overall job fit.

Delving Deep into Talent Selection Assessments

In the human resource industry, talent selection assessments are a hot topic. Talent selection assessments help employers identify the top candidates for their open position. In today’s employment landscape, talent assessments are recognized as a vital component of a company’s success and performance. Talent selection assessments provide organizations with an opportunity to identify and hire the candidate with the best job fit, organization fit and team fit.

Why should Employers Conduct Talent Selection Assessments?

Talent selection assessments are widely known as employment screening tests or pre-employment assessments. These assessments are generally conducted to evaluate the job fit of the candidate for a specific position.  Unlike interviews, where the candidates are often telling hiring managers what they want to hear, talent assessments are data driven and objective. Talent assessments provide empirical evidence (i.e. information acquired by observation in the form of recorded data that can be the subject of scientific analysis). 

Selection Decisions are based on all of the Information Collected on a candidate

Selection decisions are based on the following types of information collected from candidates: Application forms, Resumes, Cognitive ability tests, Job Knowledge tests, Personality tests, Biographical data inventories, Integrity tests, Structured interviews, Physical fitness tests, Situational judgment tests, Work Samples, Assessment Centers, and Physical ability tests.  Any assessments used must be able to show job relatedness.

What Can you Expect in a Talent Selection Assessment?

Though each talent assessment is unique, there are some common things that you can expect from online talent assessments:

➔   Verifications of specific job skills required

➔   Verbal reasoning and problem-solving questions

➔   Numerical reasoning and problem-solving questions

➔   Questions about motivations and passions

➔   Questions about Personality Traits or Behavioral Traits

➔   Situational Problem-solving scenarios

➔   Technical Knowledge questions

➔   Questions about honesty, trustworthiness, and dependability

Are Talent Selection Assessments a Pass/Fail Process?

Talent Selection decisions need to be based on all of the information collected on candidates,

not only a single assessment score.  The talent selection decision should be based on the Overall Job Fit, Organization Fit and Team Fit.

The Five Steps of the Talent Selection Process are:

●     Gathering pre-qualifying information (e.g. application, resume, pre-qualifying questionnaire etc.)

●     Conducting Talent Assessments (e.g. cognitive ability, personality, motivations, integrity etc.)

●     Conducting Structured Interviews (e.g. Knowledge, skills, abilities, job fit etc.)

●     Conducting Background Checks and Reference Checks

●     Making the Final Selection Decision and the Job Offer

We hope that our post has given you a brief overview of talent assessment processes and strategies. So, if you choose to conduct talent assessments, you will have a good idea of the different strategies available to you.  If you have questions or would like more discussion about your talent assessment strategy, you can contact Hire Smart for further assistance.