Do you use assessments in your hiring? If not – why not? If so, how did you choose what you would assess, or how you would be assessing it? There are a lot of factors into choosing the right hiring assessment. Continue reading
Dive deeper to uncover hidden talent
Discussions about talent management systems can lead to many places. Many companies use multiple sources to accomplish their talent management needs: a recruiter to find people; different motivation systems attempting to engage employees; and advance, or develop, people through internal managers measuring performance with basic performance indicators. However, It is rare for all these pieces to fit together or build on each other. These systems are also unlikely to have any relevance to the job itself.
While meeting with financial officers last month, the misconceptions and effectiveness of assessments came to the forefront of our conversation. With the increased use of assessments by successful organizations many misconceptions about the accuracy, content, and manipulation of the results come to the surface.
A few month’s ago Google’s CFO, Patrick Pichette, began the road to leaving the position he loved and to move beyond the pressures of being in “the Fraternity of Worldwide Insecure Over-achievers,” as he called it. Is this really what it takes to get work-life balance?