Pearson's Talent Assessment Group - New to Assessments

An Assessment Primer –

Adding Unbiased Insight to Your People Decisions is Easy with Pearson TalentLens
More Predictive. Studies show that an assessment can be 2-3x more effective in predicting performance than an interview alone.
When to Assess. Text: 1) As a screening step 2) After the interview, to identify finalists 3)Once on board, to guide training 4) Ongoing, to identify & develop leaders

Assessments can add substantial clarity and insight to your hiring and development decisions. Where resumes reveal too little about someone and interviews often too much (if you favor the best communicators), a 30-minute assessment can give you rapid and unbiased insight into someone’s true ability and aptitude for a job. Some studies even show that your percentage for selecting the right candidate doubles or triples if you incorporate validated tests and assessments into your larger evaluation process. Studies also show the most predictive kind of assessments are cognitive ability (e.g. Watson-Glaser Critical Thinking Appraisal, Raven’s Progressive Matrices, and Core Abilities Assessment) – but personality tests and basic skills tests are also very popular.
 
To ensure the highest ROI and assessment match possible, organizations can ask Pearson to conduct a local validation study to establish a relationship between scores and actual job performance (using data from current or incoming employees). Overall, thousands of HR departments and organizations integrate Pearson’s talent assessments into their selection, development, retention, and succession planning programs to ensure they’re making the best talent decisions.
 
To learn more, we invite you to: