In today’s business world, the term “talent” is used a great deal. Everyone wants to identify, attract and hire the very best talent out there. But what about the talent that remains un-hired? That pool of talented individuals who didn’t quite make the cut for your company? They can be your company’s greatest asset.
How so? There are a number of ways. For starters, many companies use CV (curriculum vitae) screening as their primary method of identifying and vetting candidates. However, this approach has several flaws. First, everyone’s CV looks good on paper. Second, you can’t always trust that the information on a CV is accurate. And finally, CVs don’t really tell you anything about a person’s true skills and abilities. This is where competency assessments come in.
Competency assessments are a much more reliable way to identify and assess talent. They provide an objective measurement of a person’s skills, abilities and potential. And because they are administered by third-party experts, you can be sure that the results are accurate and unbiased.
Another advantage of using competency assessments is that they can be used to assess your current workforce as well as job candidates. This helps you to identify development needs and ensure that your employees are properly utilized within your organization. It can also help you to create balanced teams by taking into account different personality types and work styles.
Finally, some assessments even offer psychometric aspects which help to identify a person’s Suitability Quotient (SQ). SQ is a measure of how well suited an individual is for a particular role or job. This information can be invaluable when making hiring decisions.
Companies should also work on building a talent pipeline of potential employees who you can assess and utilize as needed within your company. This will ensure that you always have top talent on hand, without having to go through the time-consuming process of recruiting new employees every time a vacancy arises. Do you have a talent pipeline in place at your organization? How do you make sure that it is continually filled with high-quality candidates?
Already assessed candidates can be spread around your company based on the results of their assessments. But what if you don’t have a job opening at the moment? Can you still use Competas candidates?
Definitely! Unhired Competas candidates can be a valuable resource for your company, even if you don’t have an immediate opening. They can be assigned to temporary projects or roles that are available, giving them the opportunity to show off their skills and abilities. And because they’ve already been through the Competas assessment process, you know that they have the potential to be a valuable asset to your company. So don’t hesitate to utilise Competas candidates in your company, even if you don’t have an immediate need for them. They just might surprise you!
In summary, there are many advantages to using competency assessments over traditional CV screening methods. Assessments provide an objective measurement of a person’s skills and abilities, they can be used to assess your current workforce as well as job candidates, and they can even help you to identify development needs and create balanced teams.
So if you’re not already using competency assessments as part of your talent management strategy, now is the time to start!
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