INTELLIGENT TALENT ANALYTICS FOR ALL YOUR PEOPLE DECISIONS
Psychometric Assessment data gives you powerful insights that you can use to plan for your business' future. - And if you are using psychometric assessments before recruiting, you already have a treasure trove of data that you can reuse for this purpose.
Data like your teams:
- Cognitive Reasoning Abilities
- Behavioural Competencies
- Leadership Style
- Emotional Intelligence
- Who here has potential for more senior roles?
- What are this departments strengths?
- What should be included in the development program being designed for my manufacturing supervisors?
- Who in our talent pool are high potential employees?
- What are the top 3 areas this team needs to develop?
- Who could potentially replace so-and-so when they retire in 3 years?
- Where should I focus IDP’s for this individual?
- What other roles in our business are a good match for this individual?
Through our assessments, we are able to provide a holistic picture of your organisation’s talent map and pipeline, and equip you with the data you need to plan for tomorrow.
WHY TALENT MATTERS – Some thoughts from the science
Scientific studies have long suggested that investing in the right people will maximise organisational returns. Let’s look at some of the reasons why.
Reason 1: In line with Pareto’s principle, these studies show that across a wide range of tasks, industries, and organisations, a small proportion of the workforce tends to drive a large proportion of organisational results.
- The Top 1 % accounts for 10 % of organisational output
- The Top 5 % accounts for 25 % of organisational output
- The Top 20 % accounts for 80 % of organisational output
The payoff from employing top talent (defined as the vital few who account for the biggest chunk of organisational output) increases as a function of job complexity.
- For less complex jobs, like manufacturing operators, top employees outperform average employees by a median margin of about 50%.
- For medium complexity jobs, such as trainers or first line sales managers, that difference grows to 85-100%.
- For highly complex jobs, such as senior leadership roles, the contribution of top performers is more than double that of the average performer .
Simply adding a star performer to a team can boost the effectiveness of other team members by 5 – 15 % !
It’s no wonder, then, that study after study shows stronger financial performance in companies that make proportionally greater investments in identifying and developing top talent.
Psychometric assessments predict with good accuracy who will be top talent. We can help you find them from your applicant or internal pool. Get in touch - you’ll be glad you did.