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Blind spots by definition are difficult to uncover and thus go left un-addressed, often in perpetuity. Our comprehensive research process uncovers gaps and opportunities preventing companies from achieving excellence in their talent management systems and processes. We then prescribe a customized roadmap of success enabling our clients to go from good to great to excellent.
Competencies serve as the foundation for a robust and relevant talent management system. They define the “what” and “how” in measuring performance and help integrate and align a company’s talent management systems, such as recruiting, selection, development, and performance management. Competencies delineate the skills and behaviors that define successful performance and support a company’s culture, mission, and values. As shown below, a well-constructed set of competencies enable companies to integrate and align their talent management systems for maximum effectiveness.
Validated assessments for use in selecting, developing, evaluating, and promoting talent have been well-proven to increase retention, drive targeted development, improve the accuracy of succession decisions, and strengthen the legal defensibility when imbedded in a hiring system. The benefits are vast.
When assessments are being used for the purpose of making selection and/or succession/promotion decisions they must be validated following a criterion-validation methodology and then documented following the Uniform Guidelines for Employment Selection Procedures (Department of Labor, 1979). Companies should request this documentation from their assessment partner. If this is not available upon request (RED FLAG), my recommendation is to stop working with them immediately and find an assessment provider that is in accordance with this EEOC requirement.
Proper and consistent utilization of an assessment-based talent system is also crucial. Your assessment partner should have account managers who provide up-front and recurring training support on assessment, interviewing, and candidate-experience best practices.
o Talent Workforce Strategy
Glassdoor (and similar websites) reviews and ratings, employee survey scores and findings, staff projections, and Top Places to Work (Forbes, etc.)
o Recruitment and Selection of Employees (all levels)
Number of candidates per opening, time to hire, time to decline, recruitment agency success rates and spending, retention rates, turnover rates, type of term, anecdotal candidate feedback, performance improvements, promotion rates and success, legal compliance
o Development of Employees (all levels)
Promotions, performance improvements, certifications, training modules (accessible library, diverse modalities, participation, compliance, success rates, and participant feedback), time to promotion
o Management of Employees (all levels)
Compliance in conducting reviews, participant and leader feedback (user-friendliness, impact, and alignment with the business), use of competencies, employee survey participation, scores, and insights, promotions laterally and vertically, promotion rates, retention and performance of High Potentials, involvement in and use of DEI programs (Latino, women, etc.), and ERG program span, use, and effectiveness
o Enable Organizational Effectiveness
Effectiveness of cross-department and cross-level teamwork and communication, department budgets (relative to staffing needs), organizational growth, standing, and success, effective change management and execution