A Talent Management Consultant's Wish List for 2018

I’m always so amazed at how quickly our long-awaited December holidays pass! The working year comes to a much anticipated halt as last minute tasks are finished off, interspersed by end-of the-year functions, just before Christmas. And then, just as you start relaxing after bounds of festivities and family reunions on 2nd January, it’s time to go back to work.

Not that ‘’going back to work’’ should be a bad thing.

After all, starting off a new work year holds the promise of new and interesting opportunities and challenges, could instil the desire to cultivate improved work habits, or acquire new skills or competencies. A need for new beginnings, with the knowledge that unsatisfactory projects or assignments now belong to the past, happily awaits.

So, as the new working year started to become a reality to me - a seasoned, seen-that/done-that talent management consultant – I found myself thinking how I need to orientate myself for and navigate through 2018, in motivating and advising other professionals in this never still, ever moving, never satisfied, relentless and imperfect world of business.

So, in between shopping for gifts and gammon, and supporting Facebook posts against fireworks on Old Year’s Eve, I started to jot down a few points in my thin, brown exercise book, to cajole me – and hopefully you - into the New Year with regard to the talent management landscape.

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What an in-basket exercise brings to the person-job-fit

Your name is Ann Smith, and you have been appointed as the new General Manager at ABC Foods...

 An in-basket exercise comes the closest to the type of work that managers face on a day-to day basis.

 It is one of the exercises that form part of what is known as ''Assessment Centre'' methodology. Other tools in this category are often a leaderless group discussion, an analysis exercise, a fact-finding exercise, role play or presentation.

 In our business, we prefer to use an in-basket exercise when assessing managerial candidates for a number of reasons:

 

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How does the CPP help in establishing the best person-job-fit?

The world of work consists of different levels of complexity.

At entry levels, work is generally well-structured and clear-cut, while job content at executive levels require significantly more discretion and discernment.

This 'theory' was postulated by Organizational Development theorist Eliot Jacques in 1989, when he published his seminal work about Stratified Systems Theory. Through this publication he suggested that there are 7 levels of complexity to be found in a typical organization, ranging from the the most elementary and short-term decision-making levels to levels that require long-term, amorphous and complex decision-making. BIOSS SA further distilled his theory into 5 ''levels of work", with specific outcomes and descriptors at each level.

 

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What do the different types of psychometric tests measure?

What do psychometric tests measure and what do they tell you about the likely person-job-fit?

Psychometric testing isn't flawless... but it is the most ''accurate'' means of predicting performance.

In our business, we mostly make use of a personality tool and reasoning tests as our most basic, standard battery.

But, what do these tests really tell us about the likelihood of a person performing effectively at work, in laymen's terms?

 

There are two types of personality measures, namely ''type'' and ''trait-based''.

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The value of psychometric test feedback during the on-boarding process

How many of your newly appointed staff get feedback on their results?

 

These days most companies make use of psychometric testing for selection purposes.

 

Yet, very few fully capitalize on those results to enhance the on-boarding process and kick-start employee engagement...

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What is Intelligence?

Intelligence has been a controversial topic in philosophical and sociological circles for centuries. With a wide range of theories on the topic, it’s hard for professionals to reach consensus on the matter.

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Could psychometrics have prevented the tragedy of the airplane crash in the Alps?

Given the risky nature of being a pilot, airlines and national airforces have been some of the earliest adopters of psychometric testing as a means of pre-employment selection. This need was further fueled by the 2 world wars. Early research also identified the specific personality factors that are unique to pilots, to determine potential success. But what does this mean for the recent tragedy?

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How Psychometrics can help you to find your Dream Job

Dream job

Times are tough and jobs are hard to come by, especially for young people. With this in mind it is even more important to ensure you follow the right track, invest your time and money towards choosing a career path to ensure you enjoy your work and work to enjoy you. How do you know which career path is right for you?

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Hidden Benefits of Psychological Assessment

Why do some organisations insist on having current employees and potential employees psychologically assessed and others not? The secret lies in them knowing the benefits of psychological assessments

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Why Personality Matters

We are all well aware of the impact of poor managerial support or insufficient training on work performance. Outdated or unreliable technology can also hamper performance, not to mention an unproductive culture of an organisation. It is very easy to see the impact of situational factors on performance. But what about the more abstract concept of an individual’s personality? Does personality really have a part to play in work performance? The answer is: yes.

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