How to identify and develop talent within your organisation

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.

What do we mean by ‘Talent’?

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

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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.

Questions?

Contact Details:

Alison Fishlock

07866 267403

Alison.Fishlock@shlgroup.com