Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions. A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation. Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees. This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation. In this deck, you’ll learn an effective strategy to use talent assessment techniques and get crucial data and insights to make informed hiring decisions. You’ll also learn; • The types of assessments deployed in successful organisations • The biggest challenges to implementing a talent assessment programme • The best practices to effect a successful talent assessment

1. Cracking The “Talent Assessment” Code
Boost your organisation’s performance with the best people

2. In every environment, you’ll always find an
abundance of exceptional individuals evenly
distributed, with the ability to display different
skill sets.
Talents are everywhere…
Although different organisations are always on
the lookout for these brilliant and promising
talent to help them grow, not every talent will
fit into an organisation’s context.
But only a few are organisation fit…

3. What is
Talent
Assessment?
Click here to read: Checklist for Conducting Assessment Centre

4. Talent assessment is a
standardised
procedure that
employers use to find
the best (right) people
to fit their roles.
Organisations assess talents to
evaluate their competency level for a
specific function or role. This is done
using one or a combination of various
tests, job simulations and other
assessments.

5. • Helps to Add Objectivity to Recruitment
• Adds Data-Driven Insights to Talent Selection
Organisations can eliminate bias in their recruitment process and
ensure that only the best candidates are hired.
The ‘datafication’ of talent has changed how organisations
approach, attract, develop, and engage individuals. Data-driven
insights can help strategise and organise hiring, training, and
development efforts
TA helps to ensure that organisations hire only the right people
and avoid incurring costs, time and a bad reputation.
• Helps Organisations Avoid Hiring Wrongly
TA can assist in anticipating job-related performance and assure
an employer that the candidate can do the job properly.
• Has Predictive Capabilities
Organisations use Talent Assessment because it…
Being talented is not enough to show that a candidate will do well
in an organisation. TA helps to ensure the talent is the right
culture fit.
• Ascertains Candidate’s Culture Fit
Click here to read: Cracking the Human Intelligence Code

6. 9 Common Types of
Talent Assessments
These types of assessments are deployed to test for
different competencies among talents. This makes it
possible for a combination of them to be used in a
single recruitment process.
ASSESSMENT
TYPES
01
Psychometric
Assessment
02
Behavioural
Assessment
Cognitive Ability
Assessment
03
Job Simulation
Assessment
04
05
Personality
Assessment
Competency-based
Interview
Work Sample
Communication
Skills
Assessment
07 06
Technical
Assessment
08
09

7. How to start using talent assessment techniques
STEP
03
STEP
02
STEP
01
STEP
04
Use predictive
analysis to process
your results
Select your
assessment method
Set clear objectives
and develop a
success profile
Execute and
measure results
Click here to read: Creating the Right Leadership Development Plan for Your Organisation

8. STEP
01
The first step in creating a talent
assessment programme is to determine
your needs (talent gaps), the goals you
want to achieve, and how you plan to
do so.
Ensure that your senior management
and other leaders agree on the kind of
employees you want to hire and what
will make a successful candidate.
Doing this will give you a high-level
idea of what characteristics new
employees should have to fit into your
organisation’s culture and value system.
Set clear objectives and develop
a success profile
Click here to read: 5 Steps to Address Attrition and Expand your Talent Pool

9. STEP
01
The next level of Step 1 is to identify what is required for the specific role
you’re testing for.
Sit down with your hiring team to determine the following:
• Job success factors
• Tasks to be performed
• Specific responsibilities
• Key performance factors
• Specific skills.
• Other factors that relate to job performance.
Also, create a list of eligibility and suitability criteria that aligns with these
requirements. By going through this process, you will have a clear list of criteria
you can promote and test for with each candidate.
Align with your hiring managers…

10. STEP
02
This step is where most of the work
begins when planning your recruitment
assessment program.
As mentioned earlier, you can use
several job tests to evaluate every
aspect of your talents, with varying
degrees of success.
The key to selecting the appropriate
assessment method is clearly setting
your goals as noted in the first step.
Select your assessment method
Click here to read: How to Build Diverse Teams Using Assessments & Why It Matters

11. STEP
03
The next step is to execute your assessment
and collect the results.
When administering these tests virtually,
you can tie them into your existing Applicant
Tracking System (ATS).
Doing this will allow you to pull in a wide
variety of data points about each candidate
that you can use to measure and compare
the candidates.
The key to executing talent assessment tests
is to ensure that they are administered the
same way, i.e. every candidate should
receive the same test. This will give you
objective data that can be processed and
analysed.
Execute and measure results

12. STEP
04
Deploying assessments for your talents is
only a part of the talent assessment
process.
The other part involves analysing your
results during predictive analytics tools like
Recruitee, i.e. taking the input data uploaded
into your ATS and making sense of it.
Predictive analytics tools can read this input
data and apply an AI-based model to provide
a useful output.
Understanding your organisation’s needs will
ensure you know the KPIs your predictive
analytics platform should evaluate.
Use predictive analysis to process
your results
Click here to read: Cracking the Human Intelligence Code

13. Challenges to implementing a talent assessment program
Candidate assessment programs
are often not aligned with the
organisation’s overall strategies
and goals
Recruiters lack the processing power to
analyze the data they collect or they
don’t take the time to gather useful
intelligence into high-performing
employees
Recruiters aren’t using the right
candidate assessment tool or tests
for their needs
They’re often created in a vacuum,
are not aligned with the company’s
goals and values, and are not done
in consultation with leaders and
hiring managers
Like any recruitment program, there are challenges to implementing a successful talent assessment program.
These are the most common mistakes that organisations run into:

14. Best Practices in Talent Assessment
Acquiring the right talent is critical to the continuous growth and
success of every organisation. As a result, there are things that need
to be put in place to ensure that talent assessment delivers the right
results.
Use The Right Combination of Assessment Tools and
Methods to Test Competencies
Deploy Different Assessment for Different Roles
Make use of Trained Assessors in Your Assessment Centre
Consult Qualified Assessment Administrators
Click here to read: Cracking the Effective Networking Code

15. At Workforce Group, our Talent Assessment process is carefully designed
to adopt a highly-practical approach with the right blend of
methodologies to ensure you have the right people in your critical roles.
Over the years, we have developed extensive experience, expertise and
dependable competence in helping our clients achieve their desired results
with our talent assessment and development centre solution.
Our assessment solutions allow objectivity for evaluating a candidate’s
current or potential competence to perform in specific roles.
Ensure you’re developing the right people and building your high-potential
future employees/leaders.
Send us an email to hello@workforcegroup.com.
Scale the advantage…

16. READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com

17. YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go
beyond

18. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing

19. Workforce by Numbers
17
Year-old
Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsource
d
Employees
1200-
capacity
Learning
Facility
115+
Computer-
based test
facility
250+
Clients
10+
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36
States in
Nigeria