Shared in good faith and better understanding among our HR fraternity.
Enjoy.. Atul Sahu
Whitepaper by Dr. Dan Harrison
Making Sense of the Assessment Nonsense
A Practical Checklist for Making Smart Assessment Decisions
Whitepaper Synopsis:
The investment spent on recruiting, developing and retaining employees represents a significant portion of an organization’s budget. The direct and indirect costs of a bad hire or promotion are well known. Multiple studies have shown the cost of a bad hire to be as much as three to four times the individual’s annual salary. Additionally, as Gallup® and others have documented, too many employees just don’t perform at expected levels, are not fully engaged, or unnecessarily choose to move to other companies.
In light of this business challenge, it is no wonder there has been a strong trend in the increased use of assessments to acquire, develop, and promote the best talent. However, with this trend has come significant confusion about how to choose assessments and how to best use them to obtain a competitive advantage.
The purpose of this paper is to provide clarity and a practical checklist of considerations (see pages 16-17).
Applying this set of criteria will enable you to:
• identify and attract top talent;
• reduce the amount of time required for recruitment;
• predict job success much more accurately than using only interviews;
• reduce training costs;
• identify and develop behavioural competencies and core values;
• identify management behaviours that develop and retain talent;
• identify best placement for succession planning;
• protect you from lawsuits; and
• facilitate effective teamwork.
There are many types of assessments and each has its own purpose.
Skills assessments help answer the question, “Can the person do their specific job effectively?”
Cognitive assessments evaluate a person’s mental ability in relationship to a job.
Behavioural assessments answer the question “Will the person behave in ways that generate success in their specific job?”
Multi-rater or 360 assessments gather information about how others perceive an individual’s capabilities and competencies.
While all of these assessments can be useful and often should be used in combination, behavioural assessment can have the greatest impact on attracting, developing and retaining talent, provided they follow the guidelines outlined below.
… To read more, see the attached whitepaper pdf. Thank you.
Warm regards,
Atul Sahu
Head – Sales & Accredited Coach
HARRISON ASSESSMENTS INDIA | Online Assessment - Talent Management | Harrison Assessments
Mobile: +91 93924 71177 | Skype: atul_sahu | Email
HATS – Better Insights, Better Decisions, Better Employees
From India, Mumbai
Enjoy.. Atul Sahu
Whitepaper by Dr. Dan Harrison
Making Sense of the Assessment Nonsense
A Practical Checklist for Making Smart Assessment Decisions
Whitepaper Synopsis:
The investment spent on recruiting, developing and retaining employees represents a significant portion of an organization’s budget. The direct and indirect costs of a bad hire or promotion are well known. Multiple studies have shown the cost of a bad hire to be as much as three to four times the individual’s annual salary. Additionally, as Gallup® and others have documented, too many employees just don’t perform at expected levels, are not fully engaged, or unnecessarily choose to move to other companies.
In light of this business challenge, it is no wonder there has been a strong trend in the increased use of assessments to acquire, develop, and promote the best talent. However, with this trend has come significant confusion about how to choose assessments and how to best use them to obtain a competitive advantage.
The purpose of this paper is to provide clarity and a practical checklist of considerations (see pages 16-17).
Applying this set of criteria will enable you to:
• identify and attract top talent;
• reduce the amount of time required for recruitment;
• predict job success much more accurately than using only interviews;
• reduce training costs;
• identify and develop behavioural competencies and core values;
• identify management behaviours that develop and retain talent;
• identify best placement for succession planning;
• protect you from lawsuits; and
• facilitate effective teamwork.
There are many types of assessments and each has its own purpose.
Skills assessments help answer the question, “Can the person do their specific job effectively?”
Cognitive assessments evaluate a person’s mental ability in relationship to a job.
Behavioural assessments answer the question “Will the person behave in ways that generate success in their specific job?”
Multi-rater or 360 assessments gather information about how others perceive an individual’s capabilities and competencies.
While all of these assessments can be useful and often should be used in combination, behavioural assessment can have the greatest impact on attracting, developing and retaining talent, provided they follow the guidelines outlined below.
… To read more, see the attached whitepaper pdf. Thank you.
Warm regards,
Atul Sahu
Head – Sales & Accredited Coach
HARRISON ASSESSMENTS INDIA | Online Assessment - Talent Management | Harrison Assessments
Mobile: +91 93924 71177 | Skype: atul_sahu | Email
HATS – Better Insights, Better Decisions, Better Employees
From India, Mumbai
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