We’ve all read the headlines: unemployment is at a record low, while employee turnover is at an all-time high. We all know that even under the best circumstances, a bad hire is costly. But when the applicant pool is running low, making the wrong call can be disastrous.
It’s never been more important to optimize your hiring and development processes.
Start With Hiring
Obviously, this funnel begins with an evaluation of your hiring processes. You’ll want to use objective data that goes beyond the standard résumé and references.
A robust assessment battery is key. Are you looking at problem-solving and critical thinking skills? Job-related personal characteristics? Leadership style? And of course, we can’t overlook the importance of culture fit: How do the candidate’s thinking style, leadership approach, and work-related interpersonal characteristics fit with your organization’s culture?
Integrating assessments into your hiring process may take a bit longer on the front end. But ultimately, this investment in your hiring process increases the likelihood that employees are a better fit for the role and your organization, and that they’ll stick around longer.
What About Development?
As we know, hiring the right candidate is only one piece of the puzzle. Hopefully, you’re also building a talent pipeline to keep your organization moving forward.
When you’re ready to promote, how do you identify employees who are ready for greater responsibility? Job performance is only part of the equation. Here again, the right combination of assessments can help you identify your next generation of leaders.
An employee who’s excelling in their current role might not automatically have the right skills for the next-level role. Assessing for performance potential against the new role’s requirements can help you gauge whether they’ll be successful with a promotion.
If the new role is a managerial one (and let’s face it, most promotions require working effectively with others), you’ll also want to consider the individual’s leadership capabilities.
Effective leadership includes strong communication skills, such as actively listening, giving beneficial feedback and engaging in productive disagreements. It’s also about engaging others’ talents, and inspiring their creativity and innovation to achieve business success. So when you’re thinking about your high-potentials, it’s important to think about not just how they’re currently succeeding; it’s also about how their skills and talents will fit into your organization’s future goals.
Sharing leadership development opportunities can keep your high-potential employees engaged and on the path to success. After all, if they’re going places, don’t you want them as part of your team, rather than striking out on their own, or even going to work for a competitor?
Make Assessment the Foundation of Your Talent Management Plan
When identifying the candidates and employees who can take your organization into the future, don’t make a gut decision. Using assessment data and objective analysis can help you select and develop talent with the right mix of knowledge, experience, competencies, and motivation for your key positions.