Monday, June 30, 2014

Q&A with Douglas Battista: Talent Assessment Identifies Potential inFuture Employees

In the modern business world, a few wrong turns can lead to a full-blown disaster, says HR veteran Douglas Battista. Selecting the wrong candidate for top positions can cost a business millions of dollars. Companies can avoid a bad promotion or hire by establishing a talent assessment plan, according to Battista. This process ensures management is maximizing the distinct abilities of all employees in the organization.

Q: What exactly is a talent assessment?

Douglas Battista: Most companies don’t really know enough about who they are selecting for a position. A talent assessment test helps identify candidates that will be a good fit for openings at their company.

Q: What tools are used to accurately assess the talent?

Douglas Battista: As a rule of thumb, I recommend that companies rely on more than one assessment for critical talent decisions. To create the most complete assessment, management can assess such instruments as feedback surveys, trait-based assessments, psychometric tests and interviews. But note; no two organizations need exactly the same assessment plan.

Q: How do employees and candidates tend to feel about taking these tests?

Douglas Battista: Some people experience anxiety about taking tests, but ambitious candidates and employees look at these tests as a way to differentiate themselves from the rest of the pack.

Q: In your opinion, what is the purpose of talent assessment in the long run?

Douglas Battista: The purpose of the talent assessment process is to identify successors, drive results, develop leadership capacity, and groom future leaders.

Q: How can company management keep employees engaged and motivated?

Douglas Battista: The most successful companies are eager to keep talent engaged and motivated 365 days throughout the year. These businesses put an emphasis on developmental activities and tracking progress on a regular basis. This allows them to offer mentoring opportunities for those employees in a position to become executives.