Many successful businesses have found a way to differentiate themselves by making a unique and emotional connection between their goods and services and the specific expectations of their customers. It’s not a stretch to say that the stronger positive emotional connection an organization can create with its customers, the more likely customers are to spend their hard-earned money with them.
To make this connection, companies need passionate employees to provide great service, dedicated managers to run the business, and inspired executives to set the vision, strategy and goals. Moreover, companies need talent at all levels in the organization who have been carefully and precisely selected based on their fit with the roles and culture to best deliver the brand promise. To ensure a custom fit, organizations should consider a strategy that includes a customized talent assessment as a component in a custom selection system.
Read: Talent Assessment Customization: How Much Is Enough?
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Have you ever wondered why the financial accounting systems that run our businesses refer to people as expenses while labeling equipment, desks and computers as assets? Stephen Covey poses this question in his video Leadership in the 21st Century. Covey further challenges us to consider how this perspective influences the decisions and actions we make as businesses.
When we show this video and pose this question during our leadership development workshops, spirited discussion ensues as to how this attitude impacts our treatment of today’s workforce and what the implications will be for our organizations in the future.
Read: Employees – Expenses or Assets?
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Successful companies constantly evaluate their business practices and procedures. From operational efficiencies to talent selection, all aspects of the business merit evaluation when trying to create a high performing organization. “Best companies to work for” have refined their hiring practices to increase their odds of selecting top talent while at the same time ensuring respectful treatment of all candidates. These companies value the impression made to candidates during the hiring process and partner with them by 1) managing candidates’ expectations through a compelling but honest recruiting message, 2) communicating promptly and effectively, and 3) following through consistently on commitments made. Hired or not, these companies leave candidates feeling respected through a recruiting partnership.
Read: Partnering with Candidates to Promote Respect in the Hiring Process
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T. Scott McTague Joins Assess Systems as Director of Consulting Services
Assessments veteran brings decades of experience, expertise in hospitality industry
DALLAS, August 17, 2010—T. Scott McTague, MS, has joined Assess Systems in the role of Director of Consulting Services and is based at the company’s Dallas headquarters.
Assess Systems provides talent selection and people development solutions for companies in the hospitality, retail, healthcare and many other industries in the U.S. and worldwide. McTague will oversee client accounts, design custom talent management systems, implement assessments for selection and development, and measure organizational impact and return on investment.  He will also provide thought leadership through speaking engagements and writing projects.
Read: T. Scott McTague Joins Assess Systems as Director of Consulting Services
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Successful companies go through painstaking efforts to develop and market a specific brand to draw loyal customers. When you think of brands such as Volvo and Starbucks, specific brand images likely come to your mind of safety and convenient quality. Companies are now finding that brand differentiation is more than a unique product line and the ability to effectively market that product line – the brand difference is their people.
So, how do organizations create talent brands? First, define clearly what sets your most successful people apart in how they achieve business objectives and then replicate and reinforce that brand in each of your talent management practices. Competency modeling is a convenient process that enables organizations to establish their unique people brand by defining and socializing performance expectations — capturing and communicating the aspects of a job that uniquely define success. An organization can use these targets to select and develop the talent to best suit their business needs.
Read: Competency-based Talent Management – Creating a Unique Talent Brand by Scott McTague
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Feedback from peers and supervisors can be a very useful tool for maintaining open lines of communication and supporting employee development. At all levels in an organization, providing candid information to a fellow co-worker, direct report, and even upward to a supervisor regarding task accomplishments, issues in execution, contributions in staff meetings, etc. can generate greater developmental awareness, raise the level of employee performance, and ultimately create a culture where open communication thrives. Effective feedback can be a difference maker when occurring in well-executed sessions to address key concerns that occur in daily work as well as during performance reviews.
Read: The Use of One-on-One Feedback in Job Communication and Employee Development
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Aug 23-24, 2010 | Dallas, Texas
This 2 day workshop certifies you to use our Assess Expert System and Strategic Success Modeling process to deliver competency-based selection and development solutions in organizations.
Visionary business strategies require best-practice talent management to carry them out. Natural ability, experience, knowledge, training, practice, opportunities, feedback—all are critical factors for an optimized talent pool. Yet few organizations work them into an ongoing, effective cycle that identifies and hones essential talent for maximum results. A unified approach to talent management involves defining success, hiring for the right combination of innate and learned capabilities, developing strengths and improving weak areas, and leveraging feedback and accountability.
Read: Assess Competency Certification
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A Look at Real-life Data from a Large Retailer
Businesses today view unproctored internet-based assessment as a promising, cost-effective methodology for efficiently screening applicants due to the widespread availability of technology and Internet access for job applicants. However, there are many concerns with moving assessment administration from a proctored, controlled setting to an unproctored setting. These include issues of privacy, test security, comparability of testing environments, and authentication of respondents, to name a few.
Read: Unproctored Internet Assessment
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Tying Training and Development to Competitive Strategy
Every organization has a specialized value chain consisting of unique activities that make products and services beneficial to customers. Knowledge of the value chain and its accompanying strengths and deficits is essential. The process of gaining such knowledge is known as value chain analysis, a concept popularized by competitive strategy guru Michael Porter. Value chain analysis is a powerful tool for business leaders, particularly those who oversee training and development (T&D).
Read: Best Practices in Training and Development
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Sipping from the Firehose: How to efficiently and effectively find the right candidate in an ever-growing pool of applicants
We all know that in the current economic downturn most companies have slowed or even halted hiring. However, the number of applicants is growing at an exponential rate fueled by the current surge in unemployment as well as the entry of new workers into the labor pool. In economic terms our supply of potential candidates is far exceeding current demand. Sounds like a good place to be, right? In some ways, yes, because it is a buyer’s market. However, in other ways this deluge of applicants creates new challenges.
Read: Efficiently & Effectively Find the Right Candidate
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As an HR-XML Certified provider, our software systems conform to the standards of the HR-XML consortium for exchange of HR-related data. This allows our assessment systems to integrate seamlessly with other conforming HR software, such as HRIS, applicant tracking systems (ATS), and Recruitment Process Outsourcers (RPO).
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