Talent Management Services
Whether you are hiring new employees or promoting current employees, our Talent Management services can help you select, manage, develop and retain key people in your organization.
The secret of sustained performance excellence lies in matching the right people who possess the right capabilities and behaviors to the right jobs.
- Can you improve your methods for selecting and promoting talent?
- What skills does your business need to be successful in the future?
- Can you easily compare an external applicant with an internal candidate?
- How certain are you that your existing talent pool differentiates you from your competitors?
| integrated_talent_management_framework.pdf |
Essential Tools for Talent Management
Job Profiles
A facilitated method for gathering comprehensive quantitative information on the duties and activities critical to success, as well as the context of the targeted job. Job Profiles are the cornerstone of a Talent Management System.
Ability Screening and Testing
Recognized as the single most effective method of predicting job success, ability tests measure a candidate’s current ability and future potential. Using ability tests as part of your recruitment and development process ensures you're getting the right people into the right roles in your organization.
Personality and Behavioral Assessments
Measuring skills and abilities are only part of an effective assessment. Personality questionnaires can give you an insight into a candidate’s work styles and behavior that will impact performance at work. Using them as part of your recruitment and development strategy will help you select and retain the best employees for your business.
360 Degree Feedback
360 degree feedback provides a structured framework to enable you to undertake in-depth assessments of employees against business critical behaviors. Being able to view an employee's work styles and behaviors from all angles gives you a more objective and broader perspective of performance and means you can be confident of placing people in the area of the business where they will be most effective.
Behavioral Based Interviewing
Interviewers make the best hiring decision when they gather meaningful, job related information from applicants. Each job has inherent, distinct responsibilities, so each job has a unique set of competencies-behaviors, knowledge, and motivations that are needed to be successful in the job.
Job Profiles
A facilitated method for gathering comprehensive quantitative information on the duties and activities critical to success, as well as the context of the targeted job. Job Profiles are the cornerstone of a Talent Management System.
- Define and design job roles
- Job Descriptions
- Generate competency models
- Improve the interview process
- Learning and career development
- Choose assessment methods for selection and promotion
- Match people to jobs
- Build foundation for performance management systems
- Succession planning
Ability Screening and Testing
Recognized as the single most effective method of predicting job success, ability tests measure a candidate’s current ability and future potential. Using ability tests as part of your recruitment and development process ensures you're getting the right people into the right roles in your organization.
Personality and Behavioral Assessments
Measuring skills and abilities are only part of an effective assessment. Personality questionnaires can give you an insight into a candidate’s work styles and behavior that will impact performance at work. Using them as part of your recruitment and development strategy will help you select and retain the best employees for your business.
360 Degree Feedback
360 degree feedback provides a structured framework to enable you to undertake in-depth assessments of employees against business critical behaviors. Being able to view an employee's work styles and behaviors from all angles gives you a more objective and broader perspective of performance and means you can be confident of placing people in the area of the business where they will be most effective.
Behavioral Based Interviewing
Interviewers make the best hiring decision when they gather meaningful, job related information from applicants. Each job has inherent, distinct responsibilities, so each job has a unique set of competencies-behaviors, knowledge, and motivations that are needed to be successful in the job.
