“Everything, then, must be assessed in money; for this enables men always to exchange their services, and so makes society possible.”
– Aristotle (384-322 BC)

Even though Aristotle made this point over 2000 years ago, it couldn’t ring more true today. Almost everything involved in transactions today are based on a price and assessed in money.

What about Talent Management?
Beyond salary and sales, there are many important aspects of talent management that are often not tied to the bottom line. Yet, “dollarizing” the value of talent management initiatives is vital to bottom-line analysis. Whether you are placing a value or cost on your current status, or calculating the ROI of your next talent management strategy, metrics that assess the monetary value will help you see the true effect on the bottom-line.

Bottom Line Statistics
Knowing the bottom line results of talent challenges will help you implement strategies with a proven ROI that you can see on your balance sheet. Find out how much you already know by asking yourself questions like:
• What is disengagement costing the bottom line?
• What was the ROI on your last training? What can be expected of future training?
• How are your team-building initiatives impacting your bottom line?
• What was the cost of your last bad hire?
• What is your overall turnover percentage? How is it related to tenure?

In a study on over three million employees, Gallup found that over 70% of Americans who go to work are not engaged. [Read More]

Today, companies with hiring challenges are not alone. Just recently, over 150 businesses showed up at a job fair sponsored by Jobing.com, a major job board agency. Over 14,000 people attended, but not a single hire was made that day.

As companies world-wide are in a crunch to hire for key positions, job seekers continue to flood the talent pool. This creates a challenge for screening and selection because non-qualified applicants are pouring in, and the typical process in place just can’t keep up, resulting in a delayed hiring process.

Most companies have a screening process for selection, but does it include a true analysis of talent? Beyond experience and education, a truly effective screening and selection process will look at innate traits we all possess, like behaviors, motivators and personal skills. Without this essential component, you could be wasting time, energy and resources sifting through applications, comparing unimportant employment details and making tough talent decisions with little support. [ Read More ]

To meet today’s challenges, companies world-wide are searching for ways to do more with less. While many strategies offer streamlined processes and ways to add value, the biggest opportunities to meet this challenge lie within the talent themselves and are critical to future success:

* Finding the right talent

* Retaining your top performers

* Ensuring your best employees have the opportunity to thrive

Managing talent can be tough, but it doesn’t have to be. The key is to understand the current needs of the organization and what each unique individual brings to the job to help you make tough talent decisions.

While education, experience and intelligence are important, you simply cannot uncover the true picture of human talent without a total person analysis that includes an assessment of behaviors, values and personal skills. Together, these areas present a more in-depth approach to truly understanding an individual’s unique characteristics and how they apply to performance on the job.Total Person Analysis Image

In particular, a behavioral assessment will reveal HOW a people behave through their natural style in dealing with four different areas: problems, people, pace and procedure. With a better understanding and appreciation for people with different behavioral styles, communication can be enhanced, conflict can be reduced and a better job fit can be made. With an assessment of motivators, you can reveal WHY people act, or what drives a person to take action. [ Read More ]

How Assessment Results Boost Retention and Increase Performance

Managing employee retention is one of the biggest challenges many companies face. With so many employee retention strategies out there, it is often difficult to determine which one will work for you, your company and more importantly, your employee. The good news is, improving employee retention doesn’t have to bee as hard as you might think, but it must be something that is a concern from day one, not when you start to feel an employee slipping away.

When you consider the employment cycle from beginning to end, it is apparent that training and on-boarding is the most crucial aspect of retention. A company can hire the best candidate who is destined for success, but it is up to the employer to give them the training, attention and motivation it takes to build a dedicated superior performer. Without it, the employee is not likely to build a strong connection with their new employer and will quickly feel under-appreciated, unimportant and simply lost in the shadows of the organization.

A lot of effort should go into creating the appropriate material for a new hire and the manager should schedule enough time to properly facilitate the on-boarding process. Too often, an employee shows up for the first day to an empty desk, gets a tour of the office, meets their co-workers and is back at their empty desk with a handbook to read. Meanwhile, their manager is tending to daily responsibilities and tied up in meetings, checking in with the new employee just before the drive home. A more successful approach would be to present the new employee with training materials that provide everything he or she needs to know in order to understand exactly what is expected for success on the job, in addition to educational material and corporate policy guidelines. [ Read More ]

In today’s workforce, it is not only becoming more and more important to hire the best employees, but it is also crucial to retain your new hires. Top talent know they have options and if they do not connect with a company on multiple levels and feel great about their job, they may continue looking – while on your payroll. [ Read More ]

How a Common Theory on Communication Shapes Teamwork

The key to understanding the makeup of your team and each member’s unique strength is a common format for identifying and understanding each person’s work habits, strengths and communication preferences. [Read Full Article]

Why You Should Re-Consider the Importance of Teams

Many will agree that people are the most important asset of an organization. More importantly, however, is how well those people work together to accomplish the common goal. Whether a company has thousands of people working in various locations worldwide or just a handful working in one small office, teamwork is vital to success. So, how can you ensure that your teams are performing at their fullest potential? How do people contribute to the team differently? Have you built effective teams? [Read Full Article]

Ten Questions to Help YOU Choose the Right Assessment Provider
The most important part in achieving success with any assessment solution is choosing the right vendor. The wrong tools can mislead you and fail to deliver results, while the right assessment tools can help you improve talent management and make better business decisions. Before [...]

Personal accountability is not only an important skill to possess, but it is also in high demand. In over 95% of the jobs we studied, we found personal accountability to be one of the top seven personal skills that are required for superior performance on the job. Most companies would agree that responsibility for actions is a major component to success on the job and will look for this skill in any employee review or selection situation. Unfortunately, personal accountability can be difficult to gauge and is often times not genuine until you can scratch through the surface.

If personal accountability is so important to success on the job, yet difficult to find, how can we look for this skill in today’s talent? [Read Full Article]

What determines superior performance? What makes a prime candidate? If you were to pick just one skill, what would it be?

TTI’s soft skills assessments have allowed us to look at personal skills in a new light, and the picture of talent in today’s workplace is becoming clearer than ever before. After looking at research in several areas, we firmly believe that personal accountability is at the top on the list of ideal soft skills. [Read Full Article]