Selecting Talent
Attracting and selecting qualified talent is the critical first step in the talent management cycle. In order to attract the appropriate applicants and select the applicant with the best fit, you must first create a winning selection strategy. The economy, retirement rates, and expertise needed for the position all impact the quality of applicants. A winning strategy includes:
- Creating a standardized selection process that is equitably applied to all applicants.
- Providing appropriate training for all individuals involved in the selection process.
- Clearly defining position descriptions and performance expectations.
- Analyzing how the organizational culture and coworker characteristics will impact the applicants' fit.
- Developing a system for objective evaluation of candidates that is tied to position objectives. This will include a resume screening plan, validated pre-employment assessment(s), structured interviewing, and background checks.
- Ensuring a realistic job preview for the applicant.
- Ensuring that all legal and ethical guidelines are followed.
Career Momentum can help you to refine and implement a winning strategy at any step in the process. Working with various tools, we can design and customize talent selection systems, build success models and assessment exercises, materials, and interview training workshops. Our consultants can also help you define your positions, identify critical competencies your people will need, and develop success predictors for those positions.
We are not a placement firm, but we can help you interview and select an appropriate outside recruiter once you have all your internal systems in place. A third party recruiter is not a substitute for a sound internal selection process and will fail to provide you a strong return on your investment unless you first put in place the foundation for success.
"I would like to express how pleased we were with your pre-employment assessment program. The results had an impact on the interviewing team and caused us to change our minds on candidates. All of us believe that we chose the right person, thanks to the assessment."
- Manufacturing Human Resources Manager
"As you know, we utilized and researched several alternatives before discovering how reliable and accurate your assessment process is. The benchmarking process reflects the unique nature of our positions and organizational culture and the assessment report and suggested interview questions are effectively used in our second and third interviews to provide an important part of the candidate profile comparison we use to make selection decisions."
- Director Human Resources, Life Insurance Distributor
