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Assessment 1 Turknett Leadership Group www.turknett.com Assessment for Hiring is Increasing 76% of organizations with over 100 employees use assessment tools for hiring. That number is expected to increase to 88% over the next few

  1. Assessment 1 Turknett Leadership Group • www.turknett.com

  2. Assessment for Hiring is Increasing 76% of organizations with over 100 employees use assessment tools for hiring. That number is expected to increase to 88% over the next few years. 2 2 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  3. Ideal Assessment Process uses Multiple Methods: Using multiple methods (more than one assessment, data from multiple sources) produces more valid and reliable data. For example, a high potential assessment might include:  Personality inventories  Multi-source Feedback  Measures of Cognitive ability  Interviews  Assessment centers, simulations  Experience records 3 3 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  4. Typical Types of Assessments Used in Organizations 0 10 20 30 40 50 60 70 Multisource (360) ratings Personality Inventories Interviews Biographical data High Potentials Role Plays/Simulations Senior Executives Cognitive Abilities Career Achievement Inventories Allan H. Church and Christopher T. Assessment Centers Rotolo , “How are Top Companies Assessing Their High-Potentials and Senior Management Executives: A Motivational Fit Talent Benchmark Study,” Consulting Psychology Journal , 2013, Vol. 65, No. 3, 199-223 4 4 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  5. Typical Purpose of Assessment 74% Development needs 82% 30% Identification of potential 50% 28% Confirmation of potential 48% 47% Succession planning 39% Senior Executives High Potentials 26% Self initiated/Ad hoc 39% 34% Internal job placement 36% Allan H. Church and Christopher T. Rotolo , “How are Top Companies 17% Confirmation of skill acquisition Assessing Their High-Potentials and 25% Senior Management Executives: A Talent Benchmark Study,” Consulting 25% Psychology Journal , 2013, Vol. 65, No. 3, External recruitment/selection 14% 199-223 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 5 5 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  6. Suggested Assessment and Gap Analysis  Assessment against MasTec leadership competencies  Gap Analysis for each person  Suggested Assessment tools: Multi-Source (360) Feedback  SHL OPQ and predicted competency report  Hogan – Derailers - HDS  Hogan – Values & Preferences  Watson Glaser – Critical Thinking  Structured Behavioral Interview  Interview with Manager  Possible Experience Assessment  6 6 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  7. Assess: May include TLG 360 7 7 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  8. The Leadership Character M odel™ We all must build a strong base and balance both sides of the scale. TM 8 Turknett Leadership Group • www.turknett.com

  9. Turknett Leadership Group Turknett Leadership Character Model ™ 9 9 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  10. Questions? 10 10 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

  11. Thank You! Contact us for more information: 770.270.1723 2310 Parklake Drive Suite 500 Atlanta, GA 30345 11 11 Turknett Leadership Group • www.turknett.com Turknett Leadership Group • www.turknett.com

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