“If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could [because] the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.”
Jim Collins – business consultant / author
Below is a very straightforward list of the ways to use assessment feedback to complement your hiring practices and employee development programs.
ASSESSMENT USES:
- Applicant Screening
Eliminate unqualified applicants early in the process. - Personnel Selection
Select the best available applicant for the position using position
specific criteria. - Personnel Placement
Place new employees in the most suitable environment. Ever had an employee fail because they were not a good fit with a manager or the team as a whole? - Needs Analysis
Objectively determine the specific training and development needs of individual employees. - Succession Planning
Identify the most suitable individual to be groomed to replace individuals who will be promoted, transferred, retired or terminated. - Reorganization Decisions
Determine which employees will function most successfully in the reorganized unit. - Termination / Outplacement
To explore the possibility of changing duties, positions, managers, departments, etc., instead of termination. - Organizational Development
Identify the development needs of the organization. - Performance Appraisals
Determine if employees are performing to their fullest potential. Use assessment feedback to help employees set their performance expectations. This allows for the greatest buy-in. - Career Pathing
Advance individuals via the most suitable positions.
This list is to provide food for thought as you are making hiring, performance and training decisions for 2015.
Using quality behavioral assessments as part of your employee development processes involves paying attention to detail, showing respect and using common sense.uf