Measuring Talent Management by Building the Employee Gap Analysis

Ever get the feeling like you are in a recruiting revolving door and you have to recruit and fill the same positions over and over again?  Or, are you a hiring manager and you have one recruiter that knows how to bring you the right candidates at the right time and one recruiter that is hit or miss?

For today’s Lunch Break we talked about how you use the skills and competencies that are needed for a position, select the right candidate with the desired level of proficiency, identify the skills gap of the candidate to the position, mitigate the risks of the skills gap, and upon hiring the candidate, develop a continuous professional development plan so they succeed in the position and so the organization can benefit from the employee’s continuous alignment with the needs of the position and the goals of the organization.

– No really, we actually did talk about all that! –

The Employee Gap Analysis© is a tool that identifies with the side of the organization asking the question “what is our ROI” – and also provides HR the tools they need to answer that question and understand their organization’s talent pool – or as we call it – the Organization’s Talent Profile©.

Here are the basics of how the Employee Gap Analysis works:

• What are the KSA’s needed for the position?
• Identify areas of proficiency needed and include weighted multiple choice questions in the application process.
• Once the candidate has demonstrated they have the required minimum level of proficiency, then they move on to the interview.
• Upon being hired, their responses to the application questions turn into their Professional Development Plan.
• Skill gaps are recognized and the new hire is provided learning opportunities by the organization such as training and classes to improve their proficiency in their role.
• Their proficiency level is reassessed at least every 90 days to ensure it is increasing.  If their proficiency is not increasing – or it is decreasing – managers can easily, and objectively, have a conversation with the employee about their development.
• As the employee changes positions, their PDP will update as well with the needs of the position.

So that’s the how – but what about the why?

• Recruiters will be better able to deliver candidates that meet the base proficiency that has been pre-determined by the needs of the position and the goals of the organization.
• When an employee enters the organization, they have demonstrated they meet the proficiency level for the position and then culture fit is assessed through behavioral assessments and the interview.
• Investing in your new hire is in the best interest of both the organization and the new employee.  It not only helps build a long term relationship, loyalty, and commitment, but also from a financial perspective, it is the most cost effective employee / employer relationship.
• Providing the candidate an opportunity to learn and grow is a powerful recruitment tool for the right quality of hire.
• Mitigate the risks associated with validating job fit, and encourage growth and contribution within the organization.
• Lost talent is costly to replace and counter-productive to organizational success.

How does your organization ensure job fit?  Or proficiency level?  What are your deciding factors when selecting a candidate?  We’d love to hear your thoughts!

The Employee Gap Analysis and Organization Talent Profile are proprietary tools and process designed and delivered by HR Logistics.  Please contact us for more information.

Our next HRL Lunch Break is Thursday, October 27th – same time – 1:15 – 1:45 ET and we will be talking about Workforce Planning for Your HRIT Needs.

To check out and register for upcoming events, check out our Calendar

If you have any questions or would like the PowerPoint file, please send me a message.   Thanks for reading!

-Heather