Discerning employee and prospect superpowers for hiring and retaining your best people talent. Is assessment the key to a happy and content workplace and retaining your best people? As a leader, sometimes you need to recruit talent, and sometimes they are right there in your own organization, staring you in the face.
Although many people are looking for jobs, most companies–especially those in the technology sector–demand very specific skills, attributes and capabilities. This is still a tricky combination of factors that many companies are stugggling to get right.
If you’re a recruiter or hiring leader, the task of selecting the RIGHT talent becomes more difficult: you need to quickly screen all candidates and somehow find the hidden jewels of talent. If you’re a job seeker, it’s doubly difficult: first you must parse increasingly arcane job descriptions, then you must run the gauntlet of phone screens, spam-email-style responses to online applications, and interviews, all to get to the aptitude tests and puzzles today’s hiring managers are so fond of. Well, some are not really fond of them at all…
We are well beyond the time when a hiring manager asked, “What is your greatest strength? How about your weaknesses?” And we are past the question Microsoft made famous in their hiring process: “Why are manhole covers round?” Today, leaders and hiring managers use HR automation software and social media to flesh out the talent they’re looking for. Then come the assessments: self-assessments, personality tests, skills inventories and more.
But which deliver the best results for hiring and retaining your talent? Are any of these automated processes more effective than a face-to-face interview? Why, at a time when we most need to understand what makes a candidate tick, are we pushing human interaction so far down the list of to-do’s?
As the global economy pushes and pulls itself beyond the post-apocalyptic Recession, businesses big and small are looking inside as much as outside their organizations for the highest quality of fit and productivity possible with their full-time, part-time and contingent workforce. That means assessments galore measuring a myriad of hard and soft skills–superpowers, if you will–that will propel the business into the stratosphere.
In this week’s TalentCulture #TChat we’ll look at assessments and what they tell us about our organizations and employees. We’ll discuss which ‘superpowers’ hiring managers are looking for and how they dig out indicators of talent and culture fit. And we’ll weigh the balance between automated assessments and results. I can’t wait to see where this takes us. Always an interesting topic.
Join us Wednesday night, February 22 from 7-8 pm ET (4-5 pm PT, or wherever you are) for the next installment of #TChat Radio: #TChat Radio: Employee Super Powers: Is There an Assessment For That? This month, we’ll explore the topic of assessments vs. superpowers with Charles Handler of Rocket-Hire – People skills coach Kate Nasser – and Julie Moreland of People Clues. We’ll assess assessments and dissect superpowers. In the process, we’ll reveal a lot about the true nature of today’s workplace and its concomitant hiring challenges. Please join me, Kevin Grossman, Maren Hogan, Sean Charles and Kyle Lagunas for a very special #TChat Radio.
Here are this week’s #TChat questions:[listly id=”pU” theme=”light” layout=”full” numbered=”yes” image=”yes” items=”all”]