Assessment Basics

Assessments can play an important role in both selecting the right talent and developing individuals in your organization.  While there are many assessments out there that focus on a wide variety of topics, we tend to find the most helpful tools help describe the actual behaviors people will demonstrate on the job.  There are many ways TalentScan assessments can be used in an organization and below we’ve provided our on key ways to integrate them into your talent management strategy. 

Who should be assessed?

One of the benefits of TalentScan is the ability to test as many individuals as you would like for one price.  Thus, we recommend testing all applicants in the selection process.  Similarly, it is very likely that anyone within the organization would benefit from the developmental feedback incorporated into our reports, so testing all internal employees is our recommendation as well. Starting with high potential employees first is a good idea and will help to show your best talent that you are willing to invest in their growth and development.

When should we assess candidates?

We recommend testing candidates early in the process no later than the first in-person interview. TalentScan provides follow up questions based on lower scores which will help you spend your time in interviews asking questions relevant to the potential concerns.  We also recommend testing candidates for internal promotions as they transition into their new role.  Understanding what strengths as well as developmental opportunities those individuals bring to the role will lead to stronger likelihood of success early on.

How do we use the results?

When assessing candidates, it is good to use the assessment as part of the interview process by asking questions to confirm low and high scores.  It can also help understand how different strengths and weaknesses compare to other candidates.  When developing leaders internally, the assessment can be used to draft an action plan to develop as a strong employee.  Developmental suggestions are provided for lower scores and these can form the basis of a plan to improve. 

Should we share the results?

When assessing candidates from outside the organization we strongly recommend that results are not shared during the hiring process.  Once a candidate has been selected, we do recommend that results are reviewed as part of the onboarding process.  When used developmentally, TalentScan recommends sharing the results as soon as possible with employees in a one-on-one meeting. It is also recommended that results be shared with managers in order to help their employees develop and make progress on their action plan.