Moving from Subjective to Objective: The Role of Assessments in Selection and Talent Management

The field of recruiting has been changing rapidly over the past few years. With advancements in recruiting technology and approaches (social media, online job postings, etc.), you would think it would be getting easier to evaluate job applicants. The reality is that an increase in the number of candidates who are having their resumes done professionally, the advent of well-coached interview-savvy candidates, and the ability of every Tom Dick and Harry to apply online to your posting has made it much more difficult to sift through the applications one receives.

How does one really set aside their own biases and opinions in an effort to evaluate candidates in a purely objective way?

Psychometric assessment instruments have been around for decades, but in recent years they have been refined to where they can provide valuable and useful information to assist companies in placing the right people in the right roles. People are complex. And even the most skilled interviewer can’t pull everything out of a handful of meetings.

In today’s highly competitive talent market it is the companies that leverage information that tend to do the best at selecting and developing their talent. Only by digging deeper into the mind and makeup of a candidate can we pull out the hidden gems of information. In this webinar we’ll examine the proper role of assessment tools in the selection and management of talent. We’ll discuss,
•       what to look for in an assessment instrument,
•       what things to measure in each candidate,
•       how to benchmark the job in question,
•       why hiring for aptitude beats hiring for skill,
•       how much weight to put on the assessments, and
•       how to know if you’re about the make the right people choice.

Whether you are an HR professional, a hiring manager or a senior executive looking for a competitive edge in the race for the best talent, this webinar is for you.

HR Professionals, Hiring Managers, Senior Executives looking for a competitive edge in the race for talent.

• what to look for in an assessment instrument, • what things to measure in each candidate, • how to benchmark the job in question, • why hiring for aptitude beats hiring for skill, • how much weight to put on the assessments, and • how to know if you’re about the make the right people choice

Article, "Competitive Advantage" on, http://realassessments.wordpress.com/2011/12/06/competitive-advantage/

		Mark Burden, CPBA, CPVA, CIA Peak Performance Systems View Profile