Psychological services play a key role in selection as the focus on providing objective measurement of temperament, interests, specific skills and cognitive abilities.
If appropriately talented executives can be identified and sourced at the outset, and are managed appropriately and encouraged to reach their full potential, the organisation can create and sustain competitive advantage.
Focused use of psychological assessment enables organisations to:
- Objectively measure attributes relevant to successful performance
- Measure potential, as opposed to simply what the person has already achieved
- Compare individuals across standard dimensions as identified by the organisation
Post recruitment, the data captured has applications that include:
- Executive coaching and career development
- Succession planning and capability alignment
- Outplacement and career transitioning
- Team building and development programs
Psychological assessment can:
- Reliably discriminate between high and low performers
- Measure the job fit to ensure knowledge and skill match job requirements
- Measure the fit with an organisation, to ensure values, goals and personality match its culture.
As the talent shortage continues to grow, research consistently indicates that an organisation’s capacity to develop and develop staff advantage will be the key competitive differential over the coming 20 years.
Talent and leadership development is a vital process in extracting the maximum value from employees and has significant impact in employee and organisational performance, employee engagement and retention, increased employee mobility and organisational reputation.