Choosing your talent assessment
There is a general consensus that job performance is impacted by four key factors:
The better you can predict these factors before hiring = less risk of making a bad hire. The steps below can help you choose the right talent assessment, whether you need to screen applicants or help employees reach their full potential.
Choosing talent assessments for selection
It all starts with the Job Analysis
The job analysis identifies specific skills, cognitive abilities, behaviors/work styles, experience, etc that are required for the role. What are the personality characteristics, and soft skills that are critical for successful performance in the job? What are the capabilities needed? A good job analysis will populate the job descriptor and can also help apportion the importance — or weighting — to each skill.
Need help with your job analysis? The US Department of Labor’s O*Net is an excellent free resource to use as a guide to a job analysis.Visit onetonline.org to learn more.
Choose your test(s).
Once you’ve conducted the job analysis to determine the essential functions of the job, select the appropriate test(s), ensuring relevance to the job and to your organization.
Determine your norm group (as applicable)
A norm group is simply a 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 context 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.
Conduct a validity study (where feasible)
Investing in your own validation will help:
- Determine which tests are worth the continued investment
- Provide 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
Research shows that combining ability + personality assessments is the best predictor of job performance, and provides you more evidence on which to make an informed hiring decision.
Choosing talent assessments for development
Determine your objective
A greater understanding of yourself and others around you is often a good starting point for any development program.
Determine your method
- Individual coaching
- Team building exercise
- Succession planning
- Critical thinking workshop
Choose your test
When choosing your talent assessment, select based on the trait, skill, or competency to be developed, for example:
- To develop critical thinking for improved analysis and problem solving skills: Watson-Glaser III Critical Thinking Appraisal
- To understand unique thinking style preferences and improve decision making: My Thinking Styles
Why choose TalentLens as your assessment partner?
Leading Science
Our rigorous R&D process enhances reliability and validity.
Multi-lens View
We help you see beyond the surface to uncover an individual's true ability and personality.
Global Footprint
You can purchase many assessments in your local language and norms.