Assessment 1 Turknett Leadership Group www.turknett.com - - PowerPoint PPT Presentation

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Assessment 1 Turknett Leadership Group www.turknett.com - - PowerPoint PPT Presentation

Assessment 1 Turknett Leadership Group www.turknett.com Assessment for Hiring is Increasing 76% of organizations with over 100 employees use assessment tools for hiring. That number is expected to increase to 88% over the next few


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Turknett Leadership Group • www.turknett.com

Assessment

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Turknett Leadership Group • www.turknett.com

Assessment for Hiring is Increasing

76% of organizations with over 100 employees use assessment tools for hiring.

That number is expected to increase to 88% over the next few years.

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Ideal Assessment Process uses Multiple Methods:

Using multiple methods (more than one assessment, data from multiple sources) produces more valid and reliable data. For example, a high potential assessment might include:

  • Personality inventories
  • Multi-source Feedback
  • Measures of Cognitive ability
  • Interviews
  • Assessment centers, simulations
  • Experience records
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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Typical Types of Assessments Used in Organizations

10 20 30 40 50 60 70 Multisource (360) ratings Personality Inventories Interviews Biographical data Role Plays/Simulations Cognitive Abilities Career Achievement Inventories Assessment Centers Motivational Fit High Potentials Senior Executives Allan H. Church and Christopher T. Rotolo, “How are Top Companies Assessing Their High-Potentials and Senior Management Executives: A Talent Benchmark Study,” Consulting Psychology Journal, 2013, Vol. 65, No. 3, 199-223

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Typical Purpose of Assessment

Allan H. Church and Christopher T. Rotolo, “How are Top Companies Assessing Their High-Potentials and Senior Management Executives: A Talent Benchmark Study,” Consulting Psychology Journal, 2013, Vol. 65, No. 3, 199-223

14% 25% 36% 39% 39% 48% 50% 82% 25% 17% 34% 26% 47% 28% 30% 74% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

External recruitment/selection Confirmation of skill acquisition Internal job placement Self initiated/Ad hoc Succession planning Confirmation of potential Identification of potential Development needs

Senior Executives High Potentials

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Suggested Assessment and Gap Analysis

  • Assessment against MasTec leadership competencies
  • Gap Analysis for each person
  • Suggested Assessment tools:
  • Multi-Source (360) Feedback
  • SHL OPQ and predicted competency report
  • Hogan – Derailers - HDS
  • Hogan – Values & Preferences
  • Watson Glaser – Critical Thinking
  • Structured Behavioral Interview
  • Interview with Manager
  • Possible Experience Assessment
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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Assess: May include TLG 360

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Turknett Leadership Group • www.turknett.com

The Leadership Character Model™

We all must build a strong base and balance both sides of the scale.

TM

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Turknett Leadership Group

Turknett Leadership Character Model ™

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Turknett Leadership Group • www.turknett.com

Questions?

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Turknett Leadership Group • www.turknett.com

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Turknett Leadership Group • www.turknett.com

Thank You!

Contact us for more information: 770.270.1723 2310 Parklake Drive Suite 500 Atlanta, GA 30345