Talent Assessment

Click here to learn about some of the assessments Dr. Connolly uses in her practice. Talent Assessments measure general cognitive abilities and personality/psychological style, thus informing whether a candidate possesses the performance imperatives and desired attributes the organization is searching for (Zaccaaro, 2008).

For example, Zaccaro & Klimoski (2001) identified seven general imperatives for organizational executives:

These factors are present in the environment of an executive and the organization requires, particularly at high levels of leadership, that a candidate demonstrate them. Many of the talent assessments available measure these factors, in addition to other important competencies.

Cognitive and Psychological Assessments can also predict with strong criterion validity and positive validities respectively, general job performance and interpersonal success (Zaccaro, 2008).

Assessments also mitigate some of the bias in choosing candidates; Zajac & Westphal (1996) found that executive board members look for characteristics similar to themselves when making decisions about choosing candidates. Howard, Erker, & Bruce (2007) suggested that those selecting candidates may rely too much on gut feelings and intuition. Talent Assessments with good psychometric properties provide an additional, more objective data point to weigh in the selection process.

References:
Howard, A., Erker, S., & Bruce, N. (2007). Slugging through the war for talent. Bridgeville, PA: De Dimensions International.
Zaccaro, S.J. (2008). Executive Talent Assessment and Selection: A Literature Review. George Mason University.
Zaccaro, S. J., & Klimoski, R. (2001). The nature of organizational leadership. In S. J. Zaccaro & R. Klimoski (Eds.), The nature of organizational leadership:
Understanding the performance imperatives confronting today's leaders. San Francisco: Jossey-Bass.
Zajac, E. J., & Westphal, J. D. (1996). Who shall succeed? How CEO/Board preferences and power affect the choice of new CEOs. Academy of Management Journal, 39, 64-90.

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