HOW TO ACHIEVE A FLAWLESS TALENT ASSESSMENT
Assessment, from the Latin, assidere, “to sit beside
Frequently used to refer to the assistant judge who sat next to him and advised him on the verdict.
The etymological origin of the word offers us one of its essential characteristics: the closeness and knowledge of the person, their performance, competencies and values, in order to achieve a truthful and in-depth evaluation.
Beyond that, if you want to know what it consists of and how to improve your organization’s assessment processes, read on:
AC/DC – Assessment and Development Center
Assessment is a process that, in the field of Human Resources, is usually applied to the evaluation of talent. It is one of the main tools to be able to incorporate, develop, monitor and know the real situation of people and teams.
We can differentiate two main types of evaluation depending on their objective:
- Assessment Center: Focused on evaluating external talent with a view to possible incorporation, or internal talent with the aim of taking a “still picture” of the real situation of the person or the team.
- It should focus on analyzing the person-position-organization adequacy and development potential.
- Development Center: An assessment that can be considered both to identify high-potential groups and to discover areas of strength and development.
- It is the starting point for working on the development of the organisation’s talent in a transversal way and can give rise to Development and Retention Plans.
Although each type of assessment has a specific methodology and tools, they do share certain common criteria…
“Under my skin” – Keys to an in-depth assessment
- Define the objective in a clear, concise and concrete way.
It is decisive for the success of the project. Depending on the result you are looking for, you will have to develop one type of assessment or another, use a specific pool of techniques or opt for specific tools. A lack of definition will lead to inconclusive results.
- Communicate, communicate, communicate.
Communication is the cornerstone of these projects and must occur smoothly at all times. Those evaluated must be informed before, during and after so that they understand why and minimize possible fears that may arise during the process. The lack of transparency will harm the work environment and can bring down the entire project.
- Design and implement a detailed action plan.
A proven methodology is reflected in a timing, a series of face-to-face and virtual actions and tools tailored to the project. Among the most used tools are:
- The personal interview and the assessment of competences and values (EIB).
- Competency questionnaires, language or technical tests
- Situational tests – on the job, business case, role play, in-basket, group dynamics…
- Statistical and factor analysis
- Digital tools – New technologies at the service of the Assessment
- And of course… Trust an expert.
At Psicotec we have been evaluating talent for more than 30 years. This accumulated knowledge translates into a first-class internal methodology (APP: Assessment Programme Profile), very high customer satisfaction ratios and sectoral specialisation as a differential value. Likewise, we have the most cutting-edge digital tools such as:
Personality analysis through digital footprint of candidates for Young Talent projects.
Gamification techniques for the most innovative projects related to digital talent.
Now that you know how to get a Success Assessment , the next step is to achieve it. If you want to know any of our success stories or would like us to advise you without obligation, write to us.