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Not All Assessments Are Created Equal - Demystifying Assessments
90 Minutes
6 months
700274
Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
Workforce assessments (psychometrics) are widely used today by employers of all sizes. Most talent management functions include the use of assessments for pre-hire screening and selection as well as post-hire training, development and team-building.
Because their application can vary widely depending on need, function, and complexity or ease of use, and because of the increase in types of workforce assessments available, it has become important to distinguish between the various kinds of assessments available today.This session will outline the various classifications of workforce assessments, identify the most effective use of the types of assessments available in the market today and what results to expect when using them.
Why should you attend: Most organizations understand the value of utilizing psychometric workforce assessments in the employee life cycle. Assessments are an integral part of a selection process, team-building, leadership development, and promotion or coaching.
However, not all assessments are created equal. Without understanding the fundamental differences between the various types of assessments available today, employers run the risk of misallocated resources, and worse, negative ROI causing poor employee performance, high turnover, or outright dismissal of all assessments due to non-performance. While using assessments is increasingly important, understanding which assessments to use for the diverging functions is more important, in order to get the optimum results - namely, right-fit talent selection, building effective teams, increasing productivity, lowering unhealthy employee turnover, and achieving positive ROI.
Areas Covered in the Session:
- Describe the various types of psychometric assessments used by organizations,
- Distinguish between uses of assessments (pre-hire, post-hire, leadership, promotion, team building, communication, etc.)
- Explain the science behind assessments and what they actually measure
- Identify the requirements (certifications, training, etc.) for using assessments effectively
- How to measure ROI on using assessments
- Key questions to ask assessment vendors to get exactly what you need/pay for
Who Will Benefit:
- Top Management
- VPs
- Directors
- Hiring Managers
- Supervisors
- HR
Seema Rafay MBA is the President and founding Principal of Spectrum Performance Management, a global talent management firm, providing expertise in hiring and selection for performance, retention strategies and workforces planning, with a focus to develop world class leaders, increase the retention of top performers, and reduce turnover costs. She assists employers in streamlining the hiring process, with a strategic, comprehensive retention plan, utilizing some of the top state of the art psychometric, team building and 360° Feedback tools in the industry, as well as consulting and talent development for succession planning and leadership development.
Seema has over 20 years of professional experience in business management, workforce development, coaching, training, and leading top-performing teams in Canada, US and abroad. She has a Bachelor of Science degree (Summa Cum Laude) in Business Administration, and an MBA (with Distinction) in Human Resources and International Business, from Keller Graduate School of Management. She serves on the boards of the Central Florida Employment Council, and is member of various HR and management associations including SHRM, Central FL Chapter of ASTD and the Orlando Organizational Development Network.
She is a regular presenter and keynote speaker at major conferences across North America and has published articles on talent management, leadership development, performance measurement and workforce retention issues. Seema is an advocate of self-management techniques, inspirational leadership and motivating mentorship.
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