Raymond Tan, Vice President Flight Operations at Singapore Airlines, explains how talent assessment impacted huge improvements in crewing efficiency and reduction in engineering related delays.
From an employee standpoint there is greater engagement, resulting in a 5% increase in crew engagement scores, due to a flattened structure and more empowerment. Deployed strategically, talent assessments can strengthen your employer brand, enhance your candidate experience, and improve the quality of your talent pipeline.
We help determine the business impact that talent assessment has on the business KPIs of hundreds of clients.
There are four essential pillars to reaching business KPIs with talent assessment:
1. Establish What “Good” Looks Like
An honest conversation needs to happen to determine the challenges your business is facing.
Understand that different groups within the organization have different priorities, and focus on the organization’s biggest pain points. What “good” looks like can be very different even for similar companies depending on their goals.
Within the aviation industry, one brand might choose to focus on serving families as they head off for holidays, while another brand may choose to focus on the frequent business traveler. Both passenger groups have very different needs, requests and pain points. The focus is different, and therefore the way we measure success for their assessment and selection process needs to be different too.
2. Select the Right Metrics to Track
You can use a variety of metrics to prove the business impact of talent assessment. Prioritize and choose the right metrics to prove the business impact for your organization.
To return to the airline example, the first brand, focused on helping get families off on holiday, might choose to track customer satisfaction ratings over time. Whereas, repeat sales, and customer loyalty may be a more important metric for those focusing on business travelers. Sales per hour is likely a more important metric to track for those in retail, or time to competence for those running a client contact center. Although there’s countless metrics you could track, it’s important to focus on those that have the most direct impact on your business’ goals.
3. Carry out a Business Impact Study
A business impact study demonstrates the business value of hiring more talent who have the characteristics and skills of those who perform highly in your organization.
- Understand the skills, abilities, attributes, characteristics, behaviors of success in your business.
- Identify those high performers you currently have.
- Assess these using a range of proven psychometric results.
- Analyze the results to develop a match profile – and also look at cut off scores. This is the assessment score below which performance from a candidate is likely not to be high. These scores are adjustable depending on your own hiring and business needs.
4. Tell a Meaningful Story
You have to tailor your story to focus on the impact on different areas of the business. Each function has its own metrics that can be looked at and can tell a story. An organization also has an overall story to tell and using an assessment process to help ascertain fit and doing a business impact study can help determine its success.
Talent assessments aren’t just about demonstrating benefits for HR – the overall goal is achieving business results.
Do you want to see how talent assessment influenced the bottom lines of our clients? Take a look at these case studies.
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