Effective use of talent assessments provides companies with several competitive advantages.

  • Making the right hiring decisions much more consistently, approaching 75% accuracy.
  • Businesses that use talent assessments experience about 39% lower turnover among employees.
  • Organizations that use talent assessments are about 24% more likely to have employees who exceed performance goals.

Talent assessments enable recruiters, hiring managers, and senior leaders to gain valuable behavioral insights into potential hires. When talent assessments describe the candidate’s behaviors and core competencies more clearly, it is easier to make comparisons between candidates.

Measurable Business Outcomes

Talent assessment strategy USA helps organizations integrate their different talent management systems: recruitment, selection, onboarding, training, performance management, incentives and compensation. Talent assessments make it easier to align these talent management systems to achieve specific outcomes like:

  • Reduce hiring costs and interviewing time burdens
  • Lower the time needed to fill open positions
  • Decrease turnover costs to improve the bottom-line
  • Improve sales performance, increasing revenues
  • Lower costs related to sabotage, theft and litigation
  • Reduce workplace conflicts – Manager/Employee
  • Improve team relationships and performance
  • Measure talent management outcomes
Legal Defensibility of Hiring Practices

According to The Uniform Guidelines for Pre-Employment Selection Procedures (Department of Labor, 1979), assessments provide additional legal defensibility against any claims related to wrongful hiring practices. When talent assessments are administered in the same manner to every candidate who makes it to that step in the selection process, standardization is created. This standardization ensures that all candidates have an equal and fair opportunity. A higher degree of objectivity is introduced into the company’s talent selection and development processes, reducing potential bias on the part of the hiring managers. Interviews are also important in talent selection, and a talent assessments work in conjunction with a behavioral interview by guiding the interviewer to inquire about key competencies, especially those competencies that represent challenge areas. The overall Job Fit score of the talent assessment highlights the fit between the candidate and the job. Using competencies as the assessment focus creates a common performance language that fosters communication about specific talents.

Reducing the Risk of a Bad Hire

You can reduce the risk of making a bad hire by implementing a talent assessment strategy, USA. Using the right talent assessment will help you:

  • predict job performance
  • reduce employee turnover
  • enhance your Employer Brand
  • identify the right talent for your business
  • empower your hiring managers
  • not discriminate against any protected groups

Contact us for assistance in developing your Talent Assessment Strategy, USA.

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