SHL Talent Measurement Spotlight

Organizations today realize that measuring and managing their talent plays a critical role in the growth and success of their business. To this end, they require increasingly sophisticated methodologies and tools to properly assess talent acquisition and mobility—ensuring they have at all times the most qualified individuals in the right positions. See how SHL’s talent measurement technology can help them achieve these goals.
The movement of candidates within and across organizations plays a central role in the management of an organization’s talent. It reflects people’s propensity to relocate and pursue challenging opportunities, follow their career aspirations, and even reinvent themselves. In response to this so-called talent mobility, talent management and human resources (HR) professionals have designed strategies to ensure that the flow of candidates is not affected by a mismatch between job requirements and talent potential, or the lack of talent.

Talent can be measured by a series of tools that evaluate the current skill set and future career potential of individuals for the purpose of recognizing those that are likely to be successful at performing certain jobs. The ideal process considers the cultural dynamics of the organization. It is a method of gathering in-depth job-related information about a candidate to facilitate selection, replacement, or succession processes. Furthermore, talent measurement tools assist talent management and HR professionals with measuring the performance and developing the career of the organization’s employees.

To this end, SHL has developed a series of talent measurement tools and services that address the different components of talent management, such as recruitment management, succession planning, career development, and performance management. With these tools, a company can align its main objectives with the individuals that have the knowledge, skills, abilities, personality, and experience required to help achieve those goals. Businesses must obtain an extensive candidate profile—that goes beyond the résumé, references, or work experience—and that’s where SHL’s assessment technology can help.

HRM Market Insight

Let’s take a closer look at the human resources management (HRM) market. Technology Evaluation Centers (TEC) recently published the 2012 HRM market survey report, which is based on aggregate data collected from nearly 5,000 software comparisons performed using TEC’s software selection application, TEC Advisor. According to TEC’s data, in 2012 HR professionals exhibited high interest in talent management software functionality. As figure 1 shows, employee performance management, performance appraisal, and training and development are areas that were frequently identified as requirements for HRM software by organizations interested in purchasing HRM software solutions.

Employee performance management and performance appraisal monitor not only employees’ achievements, but also their areas for improvement, so that organizations can design and plan for employee development programs that support the career growth of each individual. Talent measurement tools and techniques complement such assessments, providing the ability to track the evolution of peoples’ knowledge, skills, and behaviors year over year.

As a consequence, talent can be shaped and molded to achieve individual and company goals via not only collaborators’ opinion—gathered through performance reviews—but also an objective assessment of each person’s abilities. SHL’s assessment technology has been designed specifically for the workplace—to gain insight into working behaviors.

Figure 1. Top 20 functionalities requested by organizations interested in human resource managment software solutions, using TEC Advisor.

Figure 1 also shows that recruitment management is frequently sought-after functionality, underlining the importance that organizations place on not only developing and retaining talent, but also acquiring the right talent.

Analysis of TEC’s aggregate data collected from HRM software comparisons performed by organizations using the TEC Advisor software selection application over the last two years reflects an arresting trend. Companies’ interest in recruitment management decreased from 83% in 2011 to 69% in 2012, whereas interest in tests and assessments dramatically increased from 17% in 2011 to 55% in 2012 (see figure 2).

Figure 2. Organizations' interest in recruitment management and tests and assessments, 2011 and 2012

Although recruitment management remains on the radar of HR professionals, the lower interest in this area in 2012 suggests that many companies already have recruitment and staffing software solutions and strategies in place. So since the advent of talent management, it appears that companies have had to look outside their typically rigid approaches to recruitment and staffing.

In fact, the increased interest in tests and assessments functionality in 2012 demonstrates that talent measurement plays a key role in talent management owing to its capability to assist with finding the right position for an individual within the organization. SHL’s talent measurement technology serves both talent acquisition as well as talent mobility. These concepts capture a new trend in HRM that recognizes that instead of dismissing employees that underperform, companies might want to consider mobilizing them for better-suited tasks.

Featured Software Research:

Hire the Right Talent: Realize the Positive Impact that Assessments Can Have on Business Metrics

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Traditional techniques of screening resumes and conducting job interviews may not be as effective as you think. However, assessment tests have been shown to be a more accurate prediction of job performance. This white paper introduces the range of assessment tests available to measure behaviors and abilities that can help organizations match the right candidate to the job. Read More

Talent Is Here to Stay: Best Practices for Employee Engagement

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