Austin, TX, July 28, 2010 — A new report by the Aberdeen Group shows how assessments impact the hiring process. Organizations across the United States are looking for ways to make better hiring decisions and to make sure the individual is in line with the companies’ goals. The Aberdeen Group recently published, “Talent Assessment Strategies,” in which they surveyed over 400 companies in order to understand why companies use assessments. The report states that best-in-class companies use talent management assessments more broadly and frequently than other organizations.
According to Aberdeen’s report, “aligning skills, behaviors and styles, along with what the business needs is a critical piece of driving performance.” The Aberdeen Group reports that 91 percent of best-in-class organizations (in March 2009) used talent management assessments in recruiting. Three key performance strategies that differentiate best-in-class companies from industry average and laggard organizations are employee performance, bench strength and hiring manager satisfaction.
The Aberdeen Group focuses on success steps for each group. The laggards’ steps to success are to build a competency framework, obtain stakeholder buy-in, and utilize skill-based assessments. The steps to success for industry average companies are to clearly define a process to assess new employees, identify business challenges, define metrics, and regularly measure the impact of assessments. Best-in-class companies succeed because they integrate assessment data with the entire talent lifecycle.
In order for laggard and industry average companies to rise to the standards set by best-in-class companies, they must set benchmarks, determine job fit and create job match patterns.
About Profiles International
Profiles International offers assessment solutions that enable organizations to select the right people and develop them to their full potential. For more information about Profiles International’s suite of human resource management solutions, visit their website at www.profilesinternational.com
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