Webster defines talent as a “special ability which allows someone to do something well”. Though interesting, the definition is obsolete in the business world. Despite a huge talent pool to choose from, the corporate world struggles to manage talent. Finding, retaining and growing the right talent is one of the biggest challenges that most business houses face today. One probable reason for this could be the fact that every job requires special talents and finding the right candidate is no easy task.
For e.g. artistic capability is basic requirement for the creative function of advertising but hardly has any importance in the client servicing line. What determines the efficiency of talent management processes in an organization is the precision with which they define talent for each role. Psychometric tests can be of great help in spotting, retaining and developing the right talent.
Challenge -1: Spotting the “Right” Fit.
Talent is highly intangible and there is no one way to measure it 100% objectively. But a lot can be considered. Moreover, most jobs require a combination of competencies today. Using the right combination of personality as well as aptitude tests will help to gain an overall idea about the prospect. Let us assume that you require a manager who is high on critical thinking and is also a great team player and requires aligning people towards goals. A personality test like CTPI-R can help to understand the extent of extroversion that team player requires having while the Reasoning test evaluate critical thinking. By using the right combination of tests along with behavioural interviewing spotting the right talent becomes less challenging.
Challenge -2: Developing a Robust Leadership Pipeline.
Though there is no dearth of good talent in organizations, it is critical to mentor top performers into future leaders. Top performers either gets tired waiting for the right opportunity or find greener postures and move on. The key is in retaining the right talent and for this it is crucial to identify key leadership metrics, spot the talent which possesses these traits and hone them right from the initial days of their presence in the organization. Personality tests like CTPI-R can be of huge advantage when it comes to spotting future leaders in your organization by assessing specific personality traits. This is key to building the right future for any organization.
Challenge -3: Transparency and Objectivity in Internal Mobility Programs.
Internal mobility programs are commonplace today. But it is questionable on how efficient they are. This is because most of them don’t get to the right audience. It is important to ensure that internal mobility programs are as transparent and objective as possible. Usage of a personality test like CTPI-R can ensure that the internal recruitment’s are free of bias or judgement and is as objective as it can be. Individuals can be assessed on key competencies such as decision making skills, adaptability, long term vision, tolerance to stress, ethics etc. which are crucial for most top and middle level positions in organizations.
Challenge -4: Going Beyond “Run of the Mill” Skill and Talent Development Processes which are Inadequate and Boring.
Most businesses spend minimal effort in employee development. The training programs are boring, monotonous and have nothing much to offer with the result that employees view development workshops as a mere waste of time. Usage of personality tests like CTPI-R can help HR professionals and managers identify the gaps in individuals who work under them and design personalized training and development programs that focus on specific areas of development.
Are you facing a talent crunch?
Make your talent management process robust with a CTPI-R roll out with Strengthscape.