How Assessment Can Benchmark, Identify, Select, Place and Develop Talent Warren Bobrow, Ph.D. All About Performance, LLC

The Challenge of Evaluating Talent Baby boomers and millennials may have different values Effective job performance is non-cultural even when the approach may be Common Methods Of Measuring Job Related Skills for Development, Succession Planning and Promotion Assessment Centers Gamification 360 Feedback

Sample Assessment Center In-BasketCoachingStrategy Leadership ++ Communi- cation +++ Problem Solving +++ Influence ++

The Challenge of Evaluating Talent Succession planning requires evaluating people from different departments and generations on the same core skills. How Can we be “Fair” and Effective? Same process Same scoring High reliability

The Challenge of Evaluating Talent Cultural Differences Across the Organization Assessment Centers Being Verbal is a Big Advantage Does the Culture Reward Individual or Group Achievement? 360s, Candor is Critical

Using the Data Development The feedback should be focused on specific behaviors Tied to opportunities to change behavior Process in place to check progress Selection/Promotion Rank order or band Combine with other data Develop objective metrics

The ROI Development Reducing turnover Identifying and keeping top talent Engage and provide career tracks and/or marketable skills Selection Improved performance of the team Valid selection will ALWAYS deliver a higher performance-based ROI than training Reducing Turnover Hiring those who “fit” will lead to less involuntary and voluntary turnover

Conclusions If you are hiring internationally, you should be sensitive to cultural differences. Assessments need to be designed around cultural issues—not just scored around them. When using assessments for selection, use a common scoring method. Developmental assessments should be scored with local culture in mind.

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