Building a talent pool using psychometric tests

Programme

Day 1

Modern technologies for building a prepared team

of managers and specialists

• Identifying key positions for talent pool preparation
• Analysing the enterprise's organisational structure and staffing table
• Identifying positions planned for the future. Analysing the importance and urgency of preparing the talent pool

Profiling target positions

• Drawing up the competency map (job profile)
• Defining additional criteria for selecting candidates for the talent pool

Selection for the talent pool, searching for and assessing candidates

• Ways of nominating candidates
• Developing and conducting a standardised selection procedure to identify the employee's management potential and readiness to complete the training programme
• Selection criteria. Assessment methods, practical recommendations
• Sources of additional information: expert assessment by colleagues, the manager, subordinates

Selection procedures

• Building selection procedures for talent pool candidates that are effective for the company
• Formulating selection criteria, the competency model, developing the selection system; methods and procedures for assessing the talent pool

Day 2

Tests for building the talent pool

• Universal psychometric tests (diagnosing personality traits, motivation, intelligence) as a predictor of the potential professional and managerial effectiveness of employees without relevant work experience. Tests identifying: leadership potential, achievement motivation, initiative, general IQ level, etc.
• How to choose tests for building the talent pool?
• Testing time
• Comprehensive employee assessment: diagnosing motivation, intelligence and personality. How to assess their potential in a particular type of activity with maximum accuracy

Testing requirements

• Reliability and validity of tests
• The Amthauer test (identifying the level of intelligence and capacity for development)
• Raven's test — a method designed to study logical thinking, most often used to assess specialists whose work requires logic
• The Short Orientation Test (KOT) — Shmelev's version
• Determining the integral indicator of general abilities. Used in building the talent pool and assessing employees working in finance. Assesses the speed of problem solving per unit of time. 50 questions to be answered within 15 minutes
• The Herzberg test. For determining the structure of a person's motivation and their leading needs
• Test for identifying motivation to achieve / or to avoid failure
• The Rosenzweig test. A method designed to study reactions to failure and ways of getting out of situations that hinder activity or the satisfaction of personal needs. Used to assess the «stress resilience» competency
• The Belbin test. This test identifies the employee's team role(s)
• The Thomas test. Used to identify behaviour style in a conflict situation
• Personality typology using the DISC model

Recommendations on testing talent pool employees

• Informing about opportunities
• Recommendations for the manager
• Feedback to participants of the talent pool assessment

Summing up

Training methods

• Transfer of techniques
• Minimal information blocks
• Business games, work in small groups
• Demonstrations of successful methods