Talent Management Tools

How much did your last bad hire cost the organization?

Do you know what is driving the deep-freeze behaviour between two members of your team? And why aren’t the tech folks coming up with the innovative new stuff they promised?

Human behaviour can be a mystery, and yet there are ways we can gain some insight into all of these situations. Certain assessments can help us to clarify a person’s motives; others can help them understand the effect of their actions on others, and still others will assist you to choose the best fit for your firm from among various candidates. Legal and ethical considerations are also a factor in choosing the best tool.

Today’s choice of assessment instruments is so wide and deep, that it is easy to feel frozen in the headlights; misread the conditions, and so make a less than effective choice. For instance, even with a good attitude and diligent effort, if a person’s learning style, workplace behaviours and/or interests do not match well the characteristics needed to be successful on the job, neither the individual nor your organization will benefit from the endeavour. In fact, a mismatch between the person and position often results in high turn-over, sub-standard performance, and worker disengagement. An appropriate job fit is essential for high achievement.

Carol J. Sutton Cert.ConRes. uses the Thomas Kilmann Conflict Mode Instrument© in her work, and is a Certified Trainer of the Strength Deployment Inventory©, TTI© Behaviours and Motivational Values Preference Indicator (DISC), and Profile® XT, Profiles Sales Assessments™, Profiles Managerial Fit™ and Profiles 360°® assessments. More information

Copyright(c) 2015 Carol J. Sutton Cert.ConRes.

6 responses to “Talent Management Tools

  1. Your estimate of about 30% is right on, Dave. All of the other tools — resume, reference checks, substantial behavioural interviewing — have an equally important role to play. Glad to hear the ProfileXT was such a positive experience for you.

  2. I had never used an assessment tool when hiring people – I was of the opinion that the process was too dry and impersonal. However, I did employ ProfileXT with my most recent hire and was very pleased with the results. I don’t think these assessment will ever replace a good face to face interview, but I would consider giving them a 30% weighting to assist me in the selection process with final candidates.

  3. While many organizations use assessment tools, too few understand how to apply the information to their workforce, let alone the pre-hire process. Your expertise is a valuable asset to unravel and appropriately apply assessment info.

    • Thank you, Maureen, for this vote of confidence. The interpretation of assessment results, in light of an organization’s desired goals, is not always straight-forward. A neutral third party’s view can be most helpful at such a time.

    • Truly, applying the information obtained in assessments, over time is where their greatest value lies. We encourage the ongoing use of the data to ensure consistent development of individual and organizational potential. Thank you for your comment.

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