Comments on: Talent Assessment Tools: SELECT the Best

By: Angela Tallman

Angela Tallman — Thu, 30 Jul 2009 03:42:28 +0000

I agree with everything that has been said in the comments above and the challenge initially is to accurately define what you want the candidate to do as well as expectations of performance. As an executive coach, I use many different descriptive personality assessments in my preparation and creation of a client’s development plan. In addition to these, I have found a very effective assessment vehicle that is predictive of skill capacity and can accurately predict a candidate’s performance in a specific role, making it a value added tool for selection, development, succession planning, and most recently for redeployment.

The tool is called the HR CHALLY (http://www.chally.com)and I have found it to be very accurate in identifying skill gaps which manifest in behaviors on the job. Since it measures a candidates “Talent DNA”, it lives with a candidate for their entire career. The scoring provides an accurate depiction of skill capacity, from which additional capability can be developed. Experience on the job does not impact the scoring and since the profiles used to measure the candidates skill capacity are specific to their jobs, their scores can be run against a number of different job profiles, enabling you to design a development plan which is targeted to their career path – hence saving money and resources on training and development for roles which a candidate will not be successful. The tool is also EEOC compliant so it is a legitimate vehicle for selection.

If you are looking for an accurate measure or prediction of success in a specific role, I’d recommend you take a look at this tool and use it conjunction with other personality assessments, which typically pick up preferences and learned behaviors that can change over time.

If I can answer any questions about the Chally, I am happy to help. You can contact me at angela@ieaventures.com.

Best regards,
Angela Tallman
Leadership Development Coach

IEA Ventures Inc.
303-339-0996

By: Mark Ridgwell

Mark Ridgwell — Tue, 28 Jul 2009 16:40:13 +0000

Good succinct article!

From my experience, the problem usually starts during the HOW TO phase. Employers often don’t know exactly WHAT the hiring goal is, WHY it’s important and exactly HOW this is achieved. A clear and shared understanding of these questions defines exact skills requirements and motivations – dramatically improved hiring success and employee performance. This is however extremely difficult to achieve with traditional tools such as text because it’s laborious for people to read and has no agreed structure so the key points can easily get nmissed or mis-interpreted.

For those interested, this tool maps exact requirements in terms of WHAT needs to be achieved (the job goal), WHY this is improtant (motivation for doing the job)and exactly HOW this is achieved (skills)in a way that everyone can quickly understand: http://www.knowgenes.com/RecruitmentAndHR.aspx

Kind Regards,
Mark Ridgwell

Start by identifying what you want the employee to do on job.
Use job evaluation and write a job description to describe the requirements of the position.

By: Robin R

Robin R — Wed, 22 Jul 2009 15:08:16 +0000

Your process here is extremely well defined and if followed, it will definitely improve job performance, retention, productivity and revenues. You might also want to try a product that helps to re-enforce this mantra in the organization. I have found a product that helps to automate each part of your process. Benchmarking,automated screening and stack ranking for the right attributes and customized behavioral interviewing tools. It is called Hire-Intelligence. They offer a free trial and the ability to embed and this into your consulting practice and re-sell to your clients. I use this with all of my clients and have achieved very compelling results!

For those of you who are interested here is the trial link http://www.hire-intelligence.com/trial-1hiresite.html