Professional Documents
Culture Documents
Talent Management Assessment Center Best Practices Webinar
Talent Management Assessment Center Best Practices Webinar
Assessment Centers:
“A better way to identify
potential talent gaps
and training needs”
Sponsored by
Hudson (http://us.hudson.com)
2
Who We Are?
http://us.hudson.com
3
Individual
Succession Assesment
Planning
Assessment &
Development
EVP & Centres
Surveys
Hudson
Talent Management
Leadership
Graduate Development &
Recruitment Coaching
Performance Competency
Management Modeling
5
Transforming Business
Performance
7
Hudson Research Programs
• Hudson is committed to the collection and publication of thorough
intelligence on the forces that impact career decisions and business
performance. Check out Market Insights at www.us.hudson.com.
• In the past, we surveyed nearly 10,000 workers monthly to provide
insight into a variety of workplace trends and issues. Our programs
have included:
Labor Market
Who’s Got The Power?
Employers? Employees?
5
9
Key Findings:
• There has been a clear shift from talent attraction to talent
engagement, organizational development and people development.
• Employees with the most potential will take care of the high impact
roles and high value specialists to fulfill their complex jobs. A key
question is: Do companies know where their high potentials are and
what roles they can fit?
11
Retention Factors
Career
Rewarding hipo's
Company culture
Impact / Change
Salary
Degree of importance
Career
Rewarding hipo's
Impact / Change
Company Culture
Salary
225
185
150
100 100 100
Abilities Knowledge
& Aptitudes & Skills
Personality Preferences
& Work Style & Values
Talent Assessment
• An important part of your overall talent management strategy is
the development of the process organizations will use to evaluate
performance and potential, and to identify future leaders,
successors, and/or high potential employees.
Assessment:
• Online Psychometric Assessments
• Leadership/Management Assessment Batteries
• Assessment and Development Centers
• 360 degree feedback surveys and business assessments
• Competency model profiling, behavioral based
interviews, multi-rater assessment tools
19
Assessment Benchmarking
Identify
Define
incumbent
performance
sample
standards
Match employees
performance data with
their assessment data
Statistically analyze data to
determine which
assessment(s) scale(s)
predict on-the-job
Develop recommendations
performance
and plans regarding future
assessment and selection
20
Assessment/Development Centers?
What is an assessment/development center?
An assessment/development center is a process designed to identify an
individual’s strengths, weaknesses, and potential in a current or future
role.
Drivers
Resume Screening
Technical Skills Technical Tests
Capability Behavioural
Demonstrated competencies Interviewing
Attributes
Psych Assessment
Behaviours that infer potential
Untrainable
Assessment Centers
Advantage Disadvantage
• Most powerful tool to predict • Time investment required
profile you hire – saves
money over time from candidate – though they
• Hiring managers can be get more in-depth feedback in
involved and refresh their own return and can also make an
assessment/coaching skills informed decision
• Performance and potential • Relatively expensive in short
• Broad range of competences, term – though saves money
individually or in group
• Wealth of information in the long run
available to feedback to all
involved
• Offers great opportunity to
seal psychological contract
25
Case Study A -
Assessment Center’s ROI In The Selection Process
Client Issue:
Very high personnel turnover
• Young graduates selection procedure
• Only one interview
• Or a full assessment center (interview, BAQ, RAT, simulation
exercises, etc.)
AC Objective:
Reduce the turnover of personnel
• What is the percentage of ‘young graduates’ who left the company
within the first 3 years?
• What is the difference between the young graduates who were
selected versus an interview and the young graduates who were
selected versus an AC?
26
Case Study A-
Assessment Center’s ROI In The Selection Process
43%
45%
40%
35%
30% 25%
25% AC
20% Interview
15%
10%
5%
0%
Challenge
• The client, one of the world’s largest energy companies, had a
program grooming high-potential employees for career
advancement opportunities and broader leadership responsibilities.
• In 2008, the company revamped the process used to select
employees for the program, making it more systematic and
rigorous.
• As a result, the company needed a service provider with talent
assessment expertise to evaluate candidates in the United
Kingdom, the United States and Asia.
• Hudson was selected as the company’s partner because of our
robust methodology, global reach, the quality of our assessors and
the cost-effectiveness of our offerings.
28
Case Study B –
Talent Management Assesses Future Leaders
Solution
• Hudson’s Talent Management team conducted a series of meetings
to learn about the company’s culture, values and leadership
framework. Based on that background, we developed assessment
materials that were uniquely suited to the client’s leadership
development program and trained our assessors to apply their high
standards during interactions with candidates.
• In late 2008, we conducted assessments at three sites: London,
Houston and Singapore. Some candidates were at a relatively early
stage in their career with the client, while others had already
attained senior-level positions. The type of assessments
administered varied accordingly.
• Overall, about 85 candidates went through a series of ability and
personality tests, simulation exercises, business case studies,
interviews and group discussions.
29
Case Study B -
Talent Management Assesses Future Leaders
Results
• Hudson provided comprehensive reports about the candidates’
aptitude for performing effectively in future leadership roles. Our
guidance for the client throughout the process provided the
company with useful information about tailoring their development
efforts to ensure their high-potential employees can continue to
progress throughout their careers.
• Candidates – many of whom had never been through an
assessment program before – came away with a better
understanding of their strengths, weaknesses and opportunities for
personal development. Even those who did not make it into the
leadership program found the experience valuable.
• The client was highly satisfied.
30
Summary
Questions/Contacts
• Thank You
Simon Fenwick
General Manager, Talent Management
Simon.Fenwick@hudson.com
212-351-7249