Using Behavioural Assessments to support your Selection of Talent 

In the previous discussion, I focused on providing more clarity on understanding Behavioural Assessments in the simplest way possible.

The next important question to ask is; How can these assessments truly benefit our businesses or organisations? How will I get value for my investment?

I must say that this is always the most exciting area of conversation during our Seminars, because every Business leader or HR professional is keen on the application and value to their business and organisation.

I will therefore share important tips in the next few articles on why you need to bring assessments and scientific methodologies to life in your Talent Management processes and strategies, and if you are not already doing so, where you can potentially be seeing pain points.

Let me start with this question; What is the greatest Resource in your organisation? The common answer (for most I imagine) is People, right? Why so?

The answers may vary; my experience however tells me that when you have the right people in the right positions, they will most certainly produce outstanding results, which in turn allows you to keep your promises to your clients, and shareholders.

You will therefore be focused on getting the perfect fit in each selection opportunity (the square peg in the square hole).

The truth is, you may have had some good success using the resume (CV), interview, gut feel, and background checks to find the right fit.

Behavioural Assessments are the scientific methodologies that enable you to look beyond the ”suitcase” (CV, interview, past success etc), so as to predict the employees success, and understand their behavioural drives (skills, and talents).

Relying on behavioural data when searching for a good fit allows you to unlock a person’s natural drives and needs in a job role, and this is a formula in use by many successful organisations globally.

It maybe costing you much more in recruitment expenses, if you are not adding this methodology to your selection process.

I encourage you to go beyond your gut feel, and let scientific data help you make better selection decisions.

Remember, there is no good or bad behavioural profile – the critical thing is to fit each profile to the right role.

Next, I will be looking at each key area of your Talent Management process, and sharing valuable tips on how you can successfully apply this methodology for greater success and better results in business, and optimisation of your human capital .

Njoroge Kiarie

Lafayette Resources

www.lafayette-resources.com