Assessing Talent – The Critical Success Factors

July 12th, 2013 by Sarah Green Leave a reply »

Dr Amanda Potter, Head of Zircon Management Consulting Ltd, and her team of Occupational Psychologists have recently conducted a global research study to assess the critical success factors of the FTSE 100 and Fortune 100 global organisations. The reason for this research, was that Dr Potter has found that more and more organisations are looking to adopt a values or strengths-based recruitment and development process to benefit the success of their assessment procedures.

The Zircon team is often asked;
• “Do we need to measure strengths, values and competencies?”
• “How can we assess Cultural Fit?” and
• “Does adopting a strengths-based or values-based approach to selection mean we have to lose our competency framework?”

“Do we need to measure strengths, values and competencies?”

You should measure Values, Competencies or Capabilities and Strengths in order to have an all rounded assessment for talent process. The Zircon research was therefore conducted in order to identify the most critical Values, Capabilities and Strengths required for successful talent assessment globally.

“How can we assess Cultural Fit?”

It is important to assess values as part of the overall assessment process. The Zircon talent model assesses: Values, Aspirations, Cognitive and Emotional Capability, Strengths and Capabilities.

“Does adopting a strengths-based or values-based approach to selection mean we have to lose our competency framework?”

No, absolutely not. We believe that strengths and competencies/capabilities should complement each other and can inform the hiring organisation about the candidate from two different perspectives. We do however suggest a reframing from ‘competencies’ to ‘capabilities’ in order to make them more objective.

Strengths include what we do well and find energising. We may use our strengths to a greater or lesser extent – sometimes without even realising we are using them. Values are the extent to which a candidate shares the same values as the organisation. Finally, a competency typically examines what somebody has done in the past, and can have positive implications for future performance. They are all important!

Be Sociable, Share!

Leave a Reply

You must be logged in to post a comment.