Assessments are part of the tool chest for most recruiters and hiring managers. But not all organizations get the full payoff from the data they gather.
In fact, a recent study by consulting firm Aberdeen Group showed best-in-class employers put greater weight on the value of assessment data not just for hiring decisions, but to predict high potential for advancement, and even in post-hire promotion decisions.
In fact, Aberdeen found that the biggest gap between middle-of-the-road and top performing companies was seen in the importance they attached to determining which employees have high future potential.
To quote the report: "...top performing companies know that it's not enough just to understand an employee's current capabilities, but what they may be able to do in the future."
Our own Jocelyn Courtney-Hays took up this subject recently in a whitepaper, "Take a "2 for 1" Approach to Hiring & Development."
Courtney-Hays, an industrial-organizational psychologist and Talent Measurement Consultant with the TALX assessment team, discusses pre-employment testing as an untapped resource for post-hire development. She writes about how you can add to the value and the shelf life of that data with a little planning.
For a copy of the whitepaper, please send us an email at email@example.com with "assessments for development" in the subject line.