Talent Assessment Strategy Canada is a process that companies can use to identify which candidates are most likely to perform the best. It aims to predict on the job performance as well as tenure. Assessing candidates is usually done in the pre-screening phase and during the interviewing phase. Candidates are compared to high performer models and evaluated for essential skills, knowledge and abilities needed for success in the position.
Talent Assessment Strategy Canada will make your hiring process more accurate, faster, and more cost effective. Talent assessment tools will give you objective information, making your hiring decisions easier and smarter. Talent assessments used during the Pre-screening Phase will help you quickly narrow your applicant pool. These assessments will also help you identify potential high achievers. They will help you lower your recruiting costs by saving the amount of time spent interviewing the least qualified applicants. Talent Assessments used during the Interviewing Phase will help you design efficient and effective interviews. By showing you specifically where the candidate does not match the high performer model, behavioral interview questions are provided to further clarify job fit or the lack thereof. They will help you identify where early coaching can be focused to facilitate higher employee engagement and retention.
Winner’s attitude - Someone who believes in their success regardless of their current position in life. They have an accomplishment record in every job they have done. These people will help the organization establish an employer brand that will attract other high achievers which in turn leverages the performance of the company upwards.
Strong work ethic - There is no substitute for the motivation to work hard. Some people are willing to do whatever it takes to get the job done right. These people have pride in their work products and results.
History of achievement – These people accomplish much more than the average employee does - often two or three times the productivity. They are alert to new business opportunities. They follow their passions. They enjoy challenges that arise. They constantly look for better ways to do things.
High Emotional Intelligence (EQ) – Emotional intelligence can be defined as the ability to manage yourself and the ability to manage other relationships. People who have high EQ are enjoyable to work with and they are likeable. They have high ethical standards and they are good organizational citizens. They are perceived by others as bright, influential, action-oriented and charismatic.
High cognitive ability – Evaluating a candidate’s potential to excel in a more complex job helps you build a pipeline of talent to fill your most difficult jobs. The single-best predictor of the ability to master more complex responsibilities is high cognitive ability. Cognitive ability includes learning speed but also the capacity and motivation to learn new competencies.
Vision – Is the ability to imagine the future with an entrepreneurial mindset. Candidates who have vision will be the innovators within your organization in the years to come. They will see new business opportunities that others don’t see.
Integrity - There is no greater human quality in business than integrity. People of high integrity treat people fairly and honestly. In this way, they build a broad network of strategic relationships and they can easily form alliances for different purposes. They are trusted by a wide range of stakeholders.
Talent assessment strategy Canada gives companies a distinct advantage in identifying and attracting top talent and avoiding many of the costs associated with poor hires. Talent assessments identify the candidates with the best job fit and the highest business potential.
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