Choosing Your Talent Assessment (View All)
The steps below can help you choose the right talent assessment whether you need to screen applicants or help your employees reach their full potential.
How to Choose an Assessment for Employee Development
Decide your objective.
A greater understanding of yourself and others around you is often a good starting point for any development intervention.
Determine the intervention method:
- One-on-one coaching
- Team building exercise
Choose your assessment based on the trait or skill you want to develop.
- Golden measures your natural personality preferences or type in a number of areas. Working in an environment where you are not using your natural preferences can be psychologically draining. Likewise, an inability to understand individuals with a different type, or problems with adapting preference when needed, can lead to rigid behaviors.
- Watson-Glaser measures an individual’s critical thinking ability. People who score well are often rated as having good analysis and problem solving skills, good decision making, higher levels of creativity, and the potential to move up in an organization. While it is hard to develop general intelligence, there is evidence that individuals can improve their critical thinking ability. The Watson-Glaser test and development report are often used for development interventions.
- My Thinking Styles identifies a person’s thinking style preference as Analytical, Inquisitive, Insightful, Open-Minded, Systematic, Timely, or Truth Seeking. A personalized report guides individuals through their most & least preferred preferences to unlock a unique combination that will help them be more successful with their decisions, relationships, and projects!
- SOSIE allows individuals to look at their personality traits which influence both their behaviors and their values. It can help individuals to think about what is important to them in a role, the strengths they bring to an organization, and areas for development.
How to Choose an Assessment for Hiring & Selection
Determine the essential functions of the job:
- What you need to know about the applicant. Identify the personality characteristics and “soft skills” that are critical for successful performance in the job.
- What aptitudes, abilities, and skills the applicant should possess. Identify the overall level of general intelligence and capabilities that are needed for successful performance in the job (e.g., Critical Thinking, Numerical Ability, Problem-Solving Ability, Typing Ability, etc.).
Choose your test.
Find an appropriate test from our catalog and make sure it is relevant to the job and to your organization. If in doubt, check with your local TalentLens Consultant to ensure the test is suitable.
Determine your norm group (if applicable).
A norm group is simply the group of individuals that most closely approximates the candidates for your job (e.g., are you comparing a candidate against senior or junior managers?).
Decide how you will evaluate test scores.
If you’re using a test in contexts, such as selection, promotion, or succession planning, you’ll need to decide whether you will select top-down or choose a minimum cut-off score.
Plan on doing a validity study (where feasible).
Doing your own validation will help:
- Determine which tests are worth the continued investment.
- Provide the documentation that will protect you in the event of a challenge.
- Guide you in determining the most appropriate way to evaluate applicants using test scores.
If possible, select a combination of personality & ability to give you more evidence on which to make an informed decision.