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SHL's presentation from our breakfast meeting series focussing on identifying and assessing talent
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How to Identify and Develop Talent Within Your
Organisation
On the Agenda…
• Understanding what ‘good’ looks like within your organisation
• Using assessment tools to recruit and develop against this
• How to effectively manage assessment data to identify future potential.
Who is SHL?
The world leader in talent assessment solutions in the workplace, SHL supports organisations in the selection and development of people at all levels and across all sectors.
Helping organisations to put the right people, in the right place, at the right time.
The old adage “People are your most important asset”
is wrong.
People are not your most important asset.
The right people are.
Jim Collins
Good to Great
Talent is...
Someone who has a set of skills, competencies and experiences that make a positive impact on your business.
Successful Talent Management
“It (is) vital to integrate talent management into business processes and get buy-in from the top.”
“If talent management isn’t embedded in your strategic agenda, forget it.”
Tim MillerCIPD Vice-
President
• Define what ‘Talent’ means in your organisation
• Look ‘Inside Out’.
Successful Talent Management
What Does Good Look Like?
Use a framework which provides that vital common
language to enable optimum person-job fit.
10
SHL Universal Competency Framework
11
12
Group Exercise
What does good look like for your role?
Group Exercise
• Take the top 20 dimension cards
• Pick 6 most applicable to your role
• Discussion.
Now we have identified what good looks like in your organisation…
How do you select which assessment exercises to use to recruit and develop against these competencies?
Measures of Potentiale.g. Motive, Personality traits,
Cognitive.
Measures of Current Behaviours e.g. Assessment of Behaviour and
Skills, 360.
Measures of Results e.g. Performance metrics
or Track record.
Results
CurrentBehaviours
Potential
Talent Assessment
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
0.0
Perfect Prediction
Ability and Structured InterviewsWork Sample TestsStructured InterviewAbility TestsPersonality Questionnaires
Biodata
Graphology
Random Prediction
Perfect Prediction?
Smith and Robertson, 2001
SHL’s Assessment Tools
• Ability tests at all job levels
• Measuring a range of abilities
• Delivered paper based or online
• Assessments available in over 30 languages.
Online Numerical Reasoning Test
Online Verbal Reasoning Test
Online Inductive Reasoning Test
Talent Screening
REALISTIC JOB PREVIEW
SITUATIONAL JUDGEMENT TEST
APPLICANT BROWSES WEBSITE
INTERVIEW/ASSESSMENT PROCESS
1. You have made five calls in a row, and despite your best efforts, none of the customers you have spoken to have been interested in a quote. You are finding this challenging. What do you do?
A. Have a quick chat with the person next to you, then move on, seeing the next call as a new call
B. Go and have a few minutes break and a drink, and come back fresh to the next call
C. Work on a different task for a while and then come back to the calls
Situational Judgement Test Example
Dependability & Safety Instrument (DSI)
• The DSI takes 5 minutes to complete
• Easy to administer online or paper
• Simple output predicts the likelihood that a candidate could have:
> High Absenteeism> Low Customer Service
Orientation> More Accidents at work
• Designed for operational staff in Call Centres, Production, Security, Transport, Hospitality etc.
This Person is…
…five times more likely to have a work related accident.
This Person is…
…five times more likely to be absent from work.
Occupational Personality Questionnaire
OPQ Manager Plus Report
The Output - Sales Foundations
The Output - Motivation
Sales Cycle
The Firm’s OPQ results
The Firm’s OPQ results
COMPETENCIES
The Firm’s OPQ results
COMPETENCIES
Racing Car Driver
• From OPQ results who would have the closest match to the role of racing car driver?
• Based on a study conducted with drivers in the Seat Cupra Racing Championships we can predict most likely fit to being an effective racing car driver.
Racing Car Driver
• Higher overall score predicts likelihood of gaining higher number of points in the championship.
• Based purely on the OPQ preferences, and assumes you have the ability to drive a car!
On the Starting Grid
1st on Grid
Steve Gard – 139.26 Championship Points
2nd on Grid
Michael Clements – 120.49 Championship Points
3rd on Grid
Simon Carder – 91.79 Championship Points
4th on Grid
Louise May – 87.31 Championship Points
5th on Grid
Marcus Riley – 85.17 Championship Points
Once you have gathered a wealth of information on your people…
How to effectively manage this assessment data to identify future potential in your organisation?
Measures of Potentiale.g. Motive, Personality traits,
Cognitive.
Measures of Current Behaviours e.g. Assessment of Behaviour and
Skills.
Measures of Results e.g. Performance metricsor Track record.
Results
CurrentBehaviours
Potential
Talent Assessment
Johnny Wide Boy Vs Sam Steady
Results
Behaviour
Potential
Talent Board Review
R&D Customer Management
Sales and Marketing
Organisational leadership
Senior Manager
Middle Manager
Operational Management
TP MV
JPSJSK BB
HF MF ML
PB SC NT JN SM
FWFBBM AS
IRKEZP JB SB LC MC
PS
ATVS
Things That Work
Organisations that are managing talent effectively have some things in common:
• They align talent requirements with organisational strategy
• They understand which jobs are critical
• They are able to keep their talent pools fluid
• They look ‘inside out’
• They give Line Managers the skills and tools to deliver.
