We’re sure you’ve heard it before, but it doesn’t hurt to say it again: Great businesses are created with great people. And, yes, there are a million different ways to say this, but, at the end of the day, it all leads back to the same thing.

People.

The talent you attract and keep in your company is the most important factor for not only succeeding, but innovating too. In order to grow, your company must find, develop and retain its people. Of course, you can do this through loads of trial and error, which can take years, even decades, to successfully find the right fit for positions. You can hope that your people managers really understand what they are doing, not hiring the people they like, but the people that are best for the company. Also, you can hire a fantastic HR lead and trust that he or she can just “read” people.

However, you’ve organized it and whatever you’re hoping for, it has become more difficult over the past years than ever. Talent is hard to find, due to scarcity it really looks like a war is going on. Flexibility is what companies are looking for, a talent’s attitude that fits your company’s culture and that is entrepreneurial to not only support but even drive the changes that are required to realize goals and ambitions. After decades of hiring people that qualify for jobs on hard skills and hiring manager’s personal preferences, the time calls for a more scientific approach.

This is what the smartest companies do and utilize assessments.

First, get the idea of school assessments out of your head and replace it with a much better definition. When created properly, assessments can help align all of the moving pieces so that your company not only hires the right person, but also keeps that person engaged and on a career path they are passionate about.

Great, long-term employees that are happy in their position, that feel they can make a difference and are challenged to develop themselves by people managers that are able to personalize each 1-on-1, will be your company’s biggest asset.

How These Assessments Work

When implemented as part of the management processes within a company, intelligent assessments identify talent, saving time and money with administration, and can be used regularly to keep track of an employee’s satisfaction, engagement, and potential.

So, not only do talent management assessments attract the right people, they make sure they stick around, too.

Companies that use assessment technology and embed that in their people management processes are capable of building much higher performing teams, ones that not only get the job done, but who do it enthusiastically, contributing to the overall culture. As you can imagine, this creates a positive feedback loop that is essential to any successful business.

Happy employees are more productive and happy employees attract other happy employees.

So, Do You Just apply Personality Testing?

Before you go out and start giving employees or potential talent just any assessment, you need to do your research to make sure you are using ones that will actually give you the information your company wants. And, of course, the assessment needs to feel valuable to the individual that’s taking it. Offer them a generic personality assessment and you run the risk of not just interrupting their work, but you can actually create dissatisfaction, too.

The best assessments for companies to use to manage their talent are in-depth and specific, some of them measuring as many as 175 factors and variables, producing reports that reveal aspects like employee engagement, potential success, and can predict talent retention.

Getting The Most Out Of Assessments

In order to utilize assessments to their fullest capacity, you need to administer them more than once. In fact, the best, most successful companies leverage these assessments at all key events on an employee timeline / during the Talent Management Life-cycle.

Those are:

  • During recruitment
  • As talent gets embedded
  • Throughout the year to keep a “pulse” and keep talents engaged and committed
  • And to create long-term career paths

To better help you understand these four crucial times during employee management, we’re creating a series of blog posts that will break down each phase, showing you the importance of not just using great assessments, but of using them at the right time, too.

Click here for more tips about how to recruit more efficiently in 2018.