How You Can Build a Fruitful Talent Pipeline with Assessments

The oldest rule in the book of business is supply and demand.

Disruption to supply causes business headaches. You need supply to meet demand to keep customers happy and profits coming in, and that includes a supply of employees who are fit for purpose.

Your staff are your greatest asset and investment as a leader. Building a rich, diverse, and skilled workforce means also paying particular attention to supply and demand for emerging talent.

In this article, we look at how assessments and tailored personality and ability profiling builds a talent pipeline that works for your organisation.


Building a Talent Pipeline Through Recruitment, Development and Coaching

Talent pipelines need to work for you and your organisation. We can think of a pipeline as involving various stages: recruitment, development, and coaching.

At each stage of building a fruitful talent pipeline, targeted and tailored assessment support you towards encouraging you have the people, and the skills to meet future need in your pipeline.


Proactive and Assessment Informed Recruitment for Talent Pipelines

Recruitment can be considered as sourcing talent to meet your organisations’ needs. Like so many things in life, a proactive approach is important if you want to build a strong talent pipeline.

You can think of recruitment as a way to meet current business needs and also to source talent that can be part of the solution to meeting emerging and future and emerging needs.

Avoid simply waiting for people to come to you with their applications – a proactive approach means networking to scout those people who are open to speaking about current and future carer development.

Research shows that close to 36% of people are actively looking for a new opportunity at any given time. Yet, 90% of people are willing to learn more about what you and your organisation might be offering.

Having a clear sense of the personality and skills profile needed by your organisation makes scouting, networking, and recruiting more effective. Assessments can quickly identify the derailers potential candidates might be hiding behind an otherwise impressive CV.

So, to build a talent pipeline with recruitment:

·      Be proactive in scouting, sourcing, and networking.

·      Know the personality traits and skills profile the predict high performance needed by your organisation now and in the future.

·      Use assessments to avoid being blinded by shiny CVs.


Development of Employees to Build Your Pipeline for Future Growth

Strategic business planning means having a firm hold on vision, and may include utilising tools such as a PESTLE analysis or MOST analysis to ensure your organisation is future ready.

Such planning needs to include ensuring you have a workforce that are also future ready. That means having an accurate handle on the developmental needs of your workforce.

Assessments that dig deep into personality traits, behaviours styles and motivation are a fantastic way to develop your current workforce and inform interventions to equip for future demand and needs.

The junior office executive may be effective in their current role right now, yet, if their future currently untapped potential goes unnoticed, you risk losing a valuable asset.

Consider what development needs this employee has and how they can be part of your effective talent pipeline to meet future business needs.

So, to build a talent pipeline with development:

·      Consider future business needs.

·      Use targeted assessment to identify talent within your organisation and developmental needs that will allow you to ensure emerging talent effectively meets future business needs.


Coaching Talent through Informed Assessment

Coaching is the way to fill skills gaps and to respond to assessment showing developmental needs of employees. City and Guilds research shows that 90% of employers say that they struggle with skills gaps. And coaching has been shown to be an effective tool positively impacting organisational outcomes overall.

Ongoing assessment allows you to identify coaching needs and target input to ensure you develop an effective talent pipeline to meet your organisations unique needs.

So, to build a talent pipeline with coaching:

·      Use assessments to measure the skills gap.

·      Target coaching to skill gaps.

·      Use assessment to measure progress.


Lean and Targeted Pipeline Building

At each and every stage of the journey in building an effective talent pipeline, then, assessment is a potent tool maximising efficiency. Whether you are at recruitment, identifying development needs or the coaching stage, targeted and tailored assessment allows you to adopt a lean, streamlined approach to building your talent pipeline.

Found this article useful, and want to learn more?

Speak with one of the Talentpraxis Group team, call us 01271 864 016 or book a convenient time in the diary using this link.